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@article{198849,
        author = {Bhagyashri Ashokrao Dabrase and Abhijeet Gajbhiye},
        title = {A Study on the Role of Artificial Intelligence in Recruitment and Selection at Infosys, Nagpur},
        journal = {International Journal of Innovative Research in Technology},
        year = {2026},
        volume = {12},
        number = {11},
        pages = {10043-10048},
        issn = {2349-6002},
        url = {https://ijirt.org/article?manuscript=198849},
        abstract = {The tremendous growth and development of the Artificial Intelligence (AI) has largely altered the way things are done in organizations, especially Human Resource Management (HRM). The introduction of intelligent technologies has created a paradigm shift in the recruitment and selection HR functions among others. This paper seeks to analyze how and why AI is relevant to the modernization of recruitment and selection procedures of Infosys, and more specifically, in Nagpur setting.
The study is descriptive and theoretical in nature and it uses secondary sources of data, including academic books, industry publications and corporate knowledge. The paper discusses the application of AI-based solutions to recruitment automation and improve numerous recruitment processes, such as machine learning algorithms, Applicant Tracking Systems (ATS), natural language processing (NLP), and AI-based chatbots. These processes comprise job description development, screening of the resumes, short listing of the candidates, scheduling of interviews and anticipatory assessment of the suitability of the candidates. The outcomes of the research indicate that AI helps a lot in enhancing the efficiency of the recruitment process as it saves the time-to-hire, reduces manual handling, and allows making decisions based on data. AI systems increase the precision of matching between the candidates and the job, through analyzing a vast amount of structured and unstructured data, and thus enhances the quality of hires. Moreover, real-time communication and individual interactions make AI enable a more interesting and responsive candidate experience. Also, the research points out that AI can be used to minimize human bias during recruitment by harmonizing the assessment criteria and focusing on objective data. The latter is, however, also aware that AI systems cannot remain totally unbiased, since they rely on the quality and diversity of training data extensively. The other issues that have been noted are related to data privacy, a lack of transparency in making decisions out of algorithms, and the possibility that human touch will be diminished when hiring. The study concludes that AI is a potent facilitator in changing the recruitment and selection practice of Infosys, and make it more efficient, scalable and strategic. Nevertheless, to be implemented sustainably and ethically, the organizations should provide a balanced approach to AI technologies and human judgment, monitor AI systems constantly, and meet the ethical standards. It can also be proposed based on the study that other developments in AI that will see further enhancement of AI in the future will include generative AI and predictive analytics, which will further shape talent acquisition strategies in the years to come.},
        keywords = {Artificial Intelligence, Recruitment, and Selection, Infosys, HR Analytics, Machine Learning, Natural Language Processing, Talent Acquisition, Predictive Analytics.},
        month = {April},
        }