Uso da inteligência artificial no processo de recrutamento e seleção

Abstract

Artificial Intelligence (AI) has significantly transformed the Human Resources field, particularly within Recruitment and Selection (R&S) processes, by introducing greater efficiency, accuracy, and strategic support to decision-making. This undergraduate thesis aims to analyze how AI is being applied in R&S, identifying the reasons for its adoption, the main facilitating and hindering factors, and the results obtained from its use. This is a qualitative, exploratory, and descriptive study, based on semi-structured interviews with professionals working in companies that develop or use AI-driven solutions for R&S. Data analysis was conducted through BARDIN’S (2016) Content Analysis method, enabling the identification of patterns, perceptions, and meanings attributed to the adoption of AI in organizational contexts. The results indicate that the main motivation for adopting AI in R&S is related to the pursuit of speed and process optimization, reducing operational workload and increasing the accuracy of hiring decisions. Among the facilitating factors, technological advancement, integration of specialized platforms, automation of repetitive tasks, and consultative support from technology providers stand out. Conversely, the primary barriers are no longer technical, but cultural and human, revealing resistance among HR professionals regarding trust in algorithms and fear of replacement. The findings further demonstrate positive impacts for organizations, such as shorter hiring time, improved candidate experience, and the strengthening of HR’s strategic role, which becomes more analytical and data-driven. It is concluded that AI acts as a human-enhancing tool, contributing to more efficient, inclusive, and digitally aligned selection processes, as long as it is implemented with ethics, transparency, and appropriate human oversight