Rekrutiranje kadrov s pomočjo umetne inteligence

Rutar, Tjaša

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Title:	Rekrutiranje kadrov s pomočjo umetne inteligence
Authors:	ID Rutar, Tjaša (Author) ID Marič, Miha (Mentor) More about this mentor...
Files:	MAG_Rutar_Tjasa_2025.pdf (1,68 MB) MD5: 976753E2B324F86DBD44AA6B4E69559A
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Raziskovali smo uporabo umetne inteligence v procesih rekrutacije kadrov, s poudarkom na tem, kako jo dojemajo kadrovski strokovnjaki, katere prednosti in izzive zaznavajo ter kako pripravljeni so na njeno vključevanje v prakso. Tema postaja vse bolj aktualna, saj številna podjetja že uporabljajo umetno inteligenco za iskanje in selekcijo kandidatov, vendar ostajajo odprta vprašanja glede njene objektivnosti, etičnosti in dejanskega vpliva na kadrovske procese. Teoretični del naloge zajema pregled razvoja rekrutacije in umetne inteligence, prednosti in slabosti vključevanja UI v kadrovske postopke ter SWOT analizo, ki osvetli možnosti, grožnje in uporabno vrednost tehnologije. V raziskovalnem delu smo s pomočjo kvantitativne metode in spletne ankete analizirali stališča 45 kadrovikov iz različnih panog glede uporabe UI pri zaposlovanju. Na podlagi empirične analize smo potrdili vseh pet postavljenih hipotez. Rezultati so pokazali, da večja podjetja pogosteje uporabljajo UI, da posamezniki z višjo samooceno znanja bolj verjetno vključujejo tovrstna orodja v delo, ter da pogostejša uporaba sovpada z višjo oceno objektivnosti sistemov. Prav tako smo ugotovili, da kadroviki z daljšimi izkušnjami izražajo več zadržanosti do UI in da obstajajo razlike med spoloma pri uporabi UI, saj jo moški uporabljajo nekoliko pogosteje. V rezultatih raziskave poudarjamo pomen izobraževanja in ozaveščanja kadrovikov o delovanju umetne inteligence, saj samozavest pri uporabi pomembno vpliva na pripravljenost za vključevanje novih orodij. Ugotovitve podpirajo priporočilo, da naj UI v kadrovanju ostane podpora človeški presoji, ne pa njena zamenjava. Ključno je tudi, da podjetja zagotavljajo transparentnost odločitev, skrbijo za etično uporabo tehnologije in omogočijo enak dostop do orodij vsem zaposlenim. Skozi delo smo prispevali k boljšemu razumevanju uporabe UI v rekrutacijskih procesih, ki ponuja izhodišča za nadaljnje raziskave, ki bi lahko vključevale tudi dojemanje UI pri kandidatih, ki se srečujejo s tovrstnimi tehnologijami v postopkih zaposlovanja. Smiselno bi bilo tudi raziskati, kako ti postopki vplivajo na njihovo izkušnjo, občutek pravičnosti in pripravljenost na sodelovanje v nadaljnjih selekcijskih krogih.
Keywords:	rekrutiranje, kadri, umetna inteligenca (UI), kadrovski management
Place of publishing:	Maribor
Year of publishing:	2025
PID:	20.500.12556/DKUM-92920
Publication date in DKUM:	07.10.2025
Views:	279
Downloads:	55
Metadata:
Categories:	FOV
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	26.05.2025

Secondary language

Language:	English
Title:	Staff recruitment with the help of artificial intelligence
Abstract:	We explored the use of artificial intelligence in personnel recruitment processes, with a focus on how it is perceived by human resource (HR) professionals, the advantages and challenges they identify, and their readiness to integrate such technologies into practice. The topic is increasingly relevant, as many companies already utilize AI for candidate sourcing and selection. However, questions remain regarding its objectivity, ethical implications, and actual impact on HR processes. The theoretical part of the thesis includes an overview of the evolution of recruitment and AI, the advantages and disadvantages of integrating AI into HR procedures, and a SWOT analysis that highlights the opportunities, threats and practical value of technology. The research section employs a quantitative method and an online survey to analyze the perspectives of 45 HR professionals from various industries regarding the use of AI in hiring. Based on the empirical analysis, all five hypotheses were confirmed. The results indicate that larger companies are more likely to use AI, individuals with higher self-assessed knowledge are more inclined to incorporate such tools into their work, and more frequent use correlates with a higher perceived objectivity of the systems. AdditionallyHR professionals with longer work experience tend to express greater reservations towards AI, and gender differences were observed, with male respondents reporting slightly more frequent use of AI. The findings emphasize the importance of education and awareness among HR professionals regarding the functioning of AI, as confidence in using these tools significantly influences the willingness to adopt them. The study supports the recommendation that AI should serve as a support tool in recruitment rather than a replacement for human judgement. not a replacement for it. It is also essential for companies to ensure transparency in decision-making, promote ethical use of technology and provide equal access to such tools for all employees. This research contributes to a better understanding of the use of AI in recruitment processes and offers a foundation for further studies, which could include candidates' perspectives on encountering AI technologies during hiring procedures. It would also be meaningful to investigate how such processes affect their experience, sense of fairness, and willingness to participate in subsequent stages of selection.
Keywords:	recruitment, personnel, artificial intelligence (AI), human resource management

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