Handlungsempfehlungen für die Einführung von KI im Recruiting unterstützt durch Change Management

Abstract

Ongoing digitalization, an increasing shortage of skilled workers, demographic changes, and the shift from an employer-driven to a candidate-driven market are intensifying the competition for qualified employees. These developments affect the performance and the longterm success prospects of companies of all sizes. 3 These challenges have led to a growing need for organisations are increasingly compelled to develop innovative strategies. Using artificial intelligence (AI) could be an effective way to make the recruitment process more efficient, while also being able to adapt to changing conditions.4 Therefore, the aim of this thesis is to identify AI-based technologies that could support the recruitment process, as well as the associated potential and risks. Additionally, based on a literature review recommendation for action in the field of change management for the introduction of AI applications are then derived to support their use in companies. The objective was achieved through a comprehensive literature review, conducted using relevant search terms such as recruiting, selection and AI. Various types of sources were considered, including reference books, scientific articles and journals, to ensure an extensive and well-informed understanding of the research field. This thesis begins with an examination of the fundamentals, historical developments, tools and phases of recruitment. The next chapter explores various definitions of artificial intelligence, its key characteristics, forms and components. This is followed by an analysis of various AI-based technologies that are suitable for use in recruitment. To make the use of new technologies effective, the methods and influencing factors of change management are also considered. The results of the study show that using chatbots, AI-based video analysis or social profiling offers advantages such as increased efficiency, greater flexibility, higher levels of personalisation, time and cost savings, continuous process optimisation and high scalability in recruitment. However, the use of AI is also associated with challenges and risks. For instance, bias, acceptance issues, the loss of interpersonal interactions and difficulties in complying with data protection regulations. The recommendations emphasise the importance of factors such as communication, participation, vision and qualifications for the successful implementation of digitisation projects. Taking these factors into account is crucial for ensuring the long-term success of the change process, which will result in the successful integration of AI applications within the company.

Date of Award	2025
Original language	German (Austria)
Supervisor	Franz Obermair (Supervisor)