Opportunities and Risks of Artificial Intelligence in Recruitment and Selection

Abstract Artificial intelligence (AI) is emerging as a strategic lever in the evolution of recruitment practices, automating key tasks such as CV screening, candidate shortlisting, and conducting interviews via advanced tools like chatbots and video analysis. These innovations promise significant improvements in process efficiency, a reduction in human bias, and faster talent identification.However, this transformation raises major concerns. Algorithmic biases, despite their supposed neutrality, can reinforce existing discrimination. The opacity of AI-driven decisions limits transparency and fosters mistrust. Furthermore, the dehumanization of the recruitment process may alter the candidate experience and weaken the relationship between companies and applicants. This article adopts a conceptual approach, based on an in-depth literature review, to explore both the opportunities and the ethical, legal, and organizational risks associated with the use of AI in recruitment.The analysis highlights that while AI can optimize processes and reduce certain biases, it also introduces new challenges related to fairness, transparency, and trust. The study concludes that a hybrid recruitment model combining AI tools with human oversight appears to be the most effective and ethical path forward. Such an approach allows organizations to benefit from technological innovations without compromising the human dimension essential to recruitment. Keywords: Artificial intelligence, automated recruitment, algorithmic bias, recruitment ethics, transparency, candidate experience, discrimination, human resource management, talent acquisition.