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Publication
A inteligência artificial no processo de recrutamento e seleção
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Abstract(s)
A transformação digital tem gerado mudanças profundas nas práticas organizacionais, em especial na Gestão de Recursos Humanos (GRH), onde a busca por eficiência e precisão tem impulsionado a adoção da Inteligência Artificial (IA). Este estudo tem como objetivo geral compreender o impacto da IA no processo de recrutamento e seleção, a partir da perspetiva de profissionais de Recursos Humanos. A investigação adota uma metodologia qualitativa e exploratória, com a recolha de dados realizada por meio de entrevistas semiestruturadas e análise de conteúdo. A amostra foi composta por profissionais de diferentes setores e organizações em Portugal, Brasil e França, selecionados de forma não probabilística, considerando a sua atuação em funções ligadas à gestão de pessoas. Os resultados revelam que a IA tem sido utilizada sobretudo em etapas como a triagem de currículos, análise de perfis e apoio à condução de entrevistas, trazendo vantagens como economia de tempo, agilidade e padronização de processos. Contudo, também emergem preocupações relacionadas à ética, à proteção de dados, à fiabilidade das decisões automatizadas e à limitação das ferramentas em captar competências comportamentais e aspetos subjetivos relevantes para a adequação cultural. Conclui-se que a IA representa um recurso de apoio valioso, mas que não substitui o julgamento humano, devendo ser integrada de forma estratégica, crítica e ética.
Digital transformation has brought significant changes to organizational practices, especially in Human Resource Management (HRM), where the pursuit of efficiency and accuracy has driven the adoption of Artificial Intelligence (AI). This study aims to understand the impact of AI on the recruitment and selection process from the perspective of HR professionals. The research adopts a qualitative and exploratory methodology, with data collected through semi-structured interviews and content analysis. The sample consisted of professionals from different sectors and organizations in Portugal, Brazil and France, selected through a non-probabilistic approach, considering their role in people management. The findings show that AI has been mainly applied in stages such as résumé screening, candidate profiling, and support in conducting interviews, offering advantages like time savings, agility, and process standardization. However, relevant concerns also emerge, particularly regarding ethics, data protection, reliability of automated decisions, and the limitations of these tools in capturing behavioral competencies and subjective aspects crucial for cultural fit. It is concluded that AI represents a valuable support resource, but it does not replace human judgment, and should be integrated into HR practices in a strategic, critical, and ethical way.
Digital transformation has brought significant changes to organizational practices, especially in Human Resource Management (HRM), where the pursuit of efficiency and accuracy has driven the adoption of Artificial Intelligence (AI). This study aims to understand the impact of AI on the recruitment and selection process from the perspective of HR professionals. The research adopts a qualitative and exploratory methodology, with data collected through semi-structured interviews and content analysis. The sample consisted of professionals from different sectors and organizations in Portugal, Brazil and France, selected through a non-probabilistic approach, considering their role in people management. The findings show that AI has been mainly applied in stages such as résumé screening, candidate profiling, and support in conducting interviews, offering advantages like time savings, agility, and process standardization. However, relevant concerns also emerge, particularly regarding ethics, data protection, reliability of automated decisions, and the limitations of these tools in capturing behavioral competencies and subjective aspects crucial for cultural fit. It is concluded that AI represents a valuable support resource, but it does not replace human judgment, and should be integrated into HR practices in a strategic, critical, and ethical way.
Description
Keywords
Inteligência Artificial Recrutamento e Seleção Gestão de Recursos Humanos Transformação Digital Ética Organizacional Artificial Intelligence Recruitment and Selection Human Resource Management Digital Transformation Organizational Ethics