O uso da inteligência artifical no processo de recrutamento e seleção

Abstract

This study analyzes the transition from the traditional Recruitment and Selection (R&S) model to the digital one, focusing on the central role of Artificial Intelligence (AI) as a strategic tool in the Human Resources sector. The general objective of the research was to analyze the use of AI in recruitment and selection processes, identifying its benefits and limitations in the face of the demands of a globalized and technologically advanced market. Methodologically, the research is classified as basic in nature with a qualitative approach, utilizing a narrative bibliographic review procedure with an exploratory and descriptive character. The survey was based on works by classic authors, such as Chiavenato, and recent scientific publications in databases such as SciELO and Google Scholar. The results indicate that the implementation of AI tools, such as Machine Learning algorithms and Natural Language Processing (NLP), provides significant gains in agility, reduction of operational costs, and assertiveness in resume screening, overcoming the slow pace of manual processes. Platforms such as Gupy and LinkedIn are highlighted as pillars of this digital ecosystem. However, the research reveals critical limitations, notably algorithmic bias — which can reproduce historical prejudices —, opacity in decision-making (the black-box effect), and challenges regarding data privacy in compliance with the General Data Protection Law (LGPD). It is concluded that, although AI acts as a powerful catalyst for efficiency and innovation, its application requires ethical and careful human supervision. The balance between technological automation and human sensitivity is indispensable to guarantee fair and inclusive selection processes aligned with organizational values, mitigating the risk of dehumanization in hiring.