Volume 02, Issue 10
Published on: October 2026
AI-BASED HIRING VS TRADITIONAL HIRING
Kamalesh R
Dr. Madhu B K
Faculty of Management and Commerce, M. S. Ramaiah University of Applied Sciences, Bengaluru, India
Article Status
Plagiarism Passed
Peer Reviewed
Open Access
Available Documents
Abstract
Artificial intelligence (AI) is increasingly embedded in recruitment activities such as candidate sourcing, resume screening, shortlisting, communication and initial assessment. This study examines whether AI-supported recruitment practices are associated with perceived recruitment effectiveness, whether transparency and human oversight are associated with procedural fairness, and whether AI-supported practices and human interaction affect candidate experience. A quantitative, descriptive, explanatory and cross-sectional survey design was used. Primary data were collected through a structured closed-ended questionnaire from 101 respondents with awareness, experience or exposure to recruitment and selection. A five-point Likert scale was used. Data were coded in Microsoft Excel and analysed using Jamovi through descriptive statistics, Cronbach's alpha, Pearson correlation, simple linear regression and multiple linear regression. The results did not support any of the three alternative hypotheses. AI-practices/integration showed an almost zero association with perceived recruitment effectiveness (r = .011, p = .910; R² = .000129). Transparency/human oversight showed no significant relationship with procedural fairness (r = −.084, p = .406; R² = .00699). AI-supported practices and human interaction together explained only 1.05% of the variance in candidate experience (R² = .0105), and neither predictor was significant. The findings should be interpreted cautiously because several composite measures showed very low internal consistency. The study therefore suggests that AI should not be evaluated simply as a replacement for traditional recruitment; instead, individual AI practices, human safeguards, transparency and interaction should be assessed separately using stronger measurement scales.
Index Terms - Artificial Intelligence Recruitment, Traditional Hiring, Recruitment Effectiveness, Procedural Fairness, Human Oversight, Candidate Experience, Human–AI Recruitment
Index Terms - Artificial Intelligence Recruitment, Traditional Hiring, Recruitment Effectiveness, Procedural Fairness, Human Oversight, Candidate Experience, Human–AI Recruitment
How to Cite this Paper
R, K. (2026). AI-Based Hiring Vs Traditional Hiring. International Journal of Creative and Open Research in Engineering and Management, <i>02</i>(10), 1-9. https://doi.org/10.55041/ijcope.v2i10.053
R, Kamalesh. "AI-Based Hiring Vs Traditional Hiring." International Journal of Creative and Open Research in Engineering and Management, vol. 02, no. 10, 2026, pp. 1-9. doi:https://doi.org/10.55041/ijcope.v2i10.053.
R, Kamalesh. "AI-Based Hiring Vs Traditional Hiring." International Journal of Creative and Open Research in Engineering and Management 02, no. 10 (2026): 1-9. https://doi.org/https://doi.org/10.55041/ijcope.v2i10.053.
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- •Published on: Oct 15 2026
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