6.

Analysis
___________________________________________________________________________
The purpose of this chapter is to provide the analysis to how AI can be implemented in the
traditional recruitment process model, which will be done by contrasting and comparing ideas
gathered from the empirical data as well as previous research.
___________________________________________________________________________

6.1 AI in the traditional recruitment process model

The many theorized models of the recruitment process by authors as Muller and Baum (2011),
Thebe and Van der Waldt (2014) and Breaugh (2008) are able to give an overview of how
companies have been carrying out traditional recruitment up to this day, and what way they
have been able to benefit companies. Out of these, Breaugh (2008) is a main model which is
looked upon, however it does not cover the aspects of technological developments such as AI.
Therefore, following will be an application of how each step would be carried out in the
traditional model if AI software were implemented instead. An overview of these steps and how
AI applies in the traditional recruitment process model can be found in Figure 2 below.

• AI not useful • Pre-screening • Better recruitment

• AI may experience
• Company goals & pre-selection
search for
alignment • Talent re-
best
• AI software not discovery
strategies
developed to set • Communication
objectives • Dominated with candidates
by humans

• Candidate expression
• Larger variety of
channels for
communication
• Increased access to
information

Figure 2: Overview of AI in the traditional recruitment process model developed from

empirical data.

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