AI dalam Rekrutmen: Analisis terhadap Kecepatan, Efisiensi Waktu, Objektivitas Penilaian dan Risiko Kualitas

Zahera Mega Utama; Lutfi Nur Rizki; Reza Pratiknyo Suprakto; Lusie Prasetyawati Puspitarini

doi:10.37481/sjr.v8i4.1224

Authors

Zahera Mega Utama Universitas Prof. Dr. Moestopo (Beragama)
Lutfi Nur Rizki Universitas Prof. Dr. Moestopo (Beragama)
Reza Pratiknyo Suprakto Universitas Prof. Dr. Moestopo (Beragama)
Lusie Prasetyawati Puspitarini Universitas Prof. Dr. Moestopo (Beragama)

DOI:

https://doi.org/10.37481/sjr.v8i4.1224

Keywords:

Artificial Intelligence, Recruitment, Assessment Objectivity, Soft Skills, Efficiency

Abstract

The advancement of artificial intelligence (AI) has significantly transformed recruitment and employee selection processes. This study explores the use of AI in recruitment, focusing on speed, time efficiency, assessment objectivity, and the potential risks to candidate quality. Using a qualitative descriptive approach and literature review, this paper analyzes how AI is integrated into various stages of recruitment, including CV screening, chatbot-based interviews, and algorithm-driven candidate analysis. The findings indicate that AI can enhance recruitment efficiency and reduce the administrative burden on HR departments. However, it also presents challenges such as algorithmic bias, limitations in evaluating soft skills, and the risk of losing the human touch. Therefore, the most effective approach lies in combining AI systems with human HR professionals to ensure a recruitment process that is not only fast and objective but also accurate and focused on long-term quality.

References

Bano, M, et.al (2024). Diversity and Inclusion in AI for Recruitment: Lesson from Industry Workshop. SEEK.

Banu, G., et al. (2024). AI-Enhanced Job Application Portal with Real-Time Evaluation and Skill Improvement. International Research Journal on Advanced Engineering Hub (IRJAEH).

Barocas, S., Hardt, M., & Narayanan, A. (2019). Fairness and Machine Learning. fairmlbook.org.

Benabou, A. (2025). Artificial Intelligence and Human-Centered Strategic Management. Journal of Digital Transformation and Ethics, 12(1), 45–59.

Bogen, M., & Rieke, A. (2018). Help Wanted: An Examination of Hiring Algorithms, Equity, and Bias. Technology Science.

Cascio, W. F., & Montealegre, R. (2016). How technology is changing work and organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3, 349-375.

Chamorro-Premuzic, T., Winsborough, D., Sherman, R. A., & Hogan, R. (2017). New Talent Signals: Shiny New Objects or a Brave New World? Industrial and Organizational Psychology, 10(3), 373-396.

Dastin, J. (2018). Amazon scraps secret AI recruiting tool that showed bias against women. Reuters.

Davenport, T. H., Guha, A., Grewal, D., & Bressgott, T. (2020). How artificial intelligence will change the future of marketing. Journal of the Academy of Marketing Science, 48(1), 24-42.

Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Huang, M.-H., & Rust, R. T. (2021). Engaged to a Robot? The Role of AI in Service. Journal of Service Research, 24(1), 1–20.

Juhari, A. R., Suryadi, T., & Manulang, S. (2024). Artificial Intelligence in Human Resource Management: Opportunities and Challenges. Journal of Strategic Technology, 3(2), 69–77. https://doi.org/10.31227/osf.io/y7nx5

Meijerink, J., Bondarouk, T., & Lepak, D. P. (2020). HRM and AI: Creating value with intelligent technology. Human Resource Management Review, 30(4), 100746.

Putra, R. K., Wicaksana, D., & Amin, M. (2024). Risiko Bias Algoritma dalam Sistem Seleksi AI di Perusahaan Multinasional. Jurnal Manajemen Digital, 4(1), 14–23.

Raghavan, M., Barocas, S., Kleinberg, J., & Levy, K. (2020). Mitigating Bias in Algorithmic Hiring: Evaluating Claims and Practices. Proceedings of the 2020 Conference on Fairness, Accountability, and Transparency, 469–481.

Rosadi, E., Ali, H. (2024). Mengukur Efektifitas Kecerdasan Buatan (Artificial Intelligence) dalam Rekrutmen Pegawai: Sebuah Kajian Literatur Sistematis. Indonesian Journal of Economics, Management, and Accounting.

Rosenblat, A., & Stark, L. (2016). Algorithmic labor and information asymmetries: A case study of Uber’s drivers. International Journal of Communication, 10, 3758–3784.

Sewang, D., Kurniawan, H., & Sari, R. (2024). Implementasi Artificial Intelligence dalam Rekrutmen dan Seleksi SDM di Indonesia. Jurnal Teknologi dan Sumber Daya Manusia, 3(1), 20–30. https://doi.org/10.24198/jtsdm.v3i1.13956

Suherman, D., & Nurfaidah, F. (2023). Evaluasi Etika dan Akurasi dalam Penggunaan AI untuk Proses Rekrutmen. Jurnal Etika Teknologi, 2(3), 101–115.

Upadhyay, A. K., & Khandelwal, K. (2018). Applying artificial intelligence: implications for recruitment. Strategic HR Review, 17(5), 255-258.

Venkatta Aditya, B., et al. (2024). Integrating AI in Recruitment: Pathways to Inclusive and Diverse Talent Management. International Advanced Research Journal in Science, Engineering and Technology.