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Abstract(s)
Esta dissertação, apresenta como principal objetivo avaliar como é que a
Inteligência Artificial influencia as práticas diárias dos profissionais de RH, bem como o
futuro do processo de Recrutamento e Seleção, compreendendo de que forma será
utilizada para melhorar a experiência do candidato. Para atingir o objetivo proposto, foi
adotada uma metodologia qualitativa, sustentada com a realização de doze entrevistas
com profissionais da área da Gestão de Recursos Humanos, com conhecimentos da área
da consultoria. Relativamente às informações obtidas, analisadas mediante uma análise
profunda do conteúdo, tendo sido revelado que um número reduzido dos entrevistados
utiliza, diariamente, algumas ferramentas da Inteligência Artificial, no seu dia-a-dia. No
decorrer das entrevistas, alguns dos entrevistados constatam diversas vantagens
associadas à implementação da Inteligência Artificial, nomeadamente a otimização de
processos de Recrutamento e Seleção, bem como identificam desafios emergente
presentes na implementação e, do mesmo modo, face aquilo que será o futuro a nível
organizacional. Do mesmo modo, a maioria dos entrevistados acredita que, num futuro
próximo, a Inteligência Artificial estará presente no dia-a-dia, acreditando que esta
implementação não irá, de modo algum, substituir totalmente a componente humana no
processo, mas, consideram que será uma ferramenta preponderante para os profissionais
de Recursos Humanos, desde que as diferenças desde que essas diferenças surjam de
forma natural e ajustada à realidade de cada empresa.
The main aim of this dissertation is to understand how Human Resources professionals assess the growing implementation and use of Artificial Intelligence in the Recruitment and Selection process, as well as to highlight the risks and challenges arising from the relationship between the two variables. In order to achieve the proposed objective, a qualitative methodology was adopted, supported by twelve interviews with professionals in the area of Human Resources Management, with expertise in consultancy. The information obtained was analysed using an in-depth content analysis, which revealed that a small number of the interviewees use some Artificial Intelligence tools on a daily basis. In the course of the interviews, some of the interviewees noted various advantages associated with the implementation of Artificial Intelligence, namely the optimisation of Recruitment and Selection processes, as well as identifying emerging challenges present in the implementation and, likewise, in relation to what the future will be at an organisational level. In the same way, the majority of interviewees believe that Artificial Intelligence will be present in day-to-day life in the near future, believing that this implementation will in no way totally replace the human component in the process, but they consider that it will be a preponderant tool for Human Resources professionals, provided that the differences arise naturally and are adjusted to the reality of each company.
The main aim of this dissertation is to understand how Human Resources professionals assess the growing implementation and use of Artificial Intelligence in the Recruitment and Selection process, as well as to highlight the risks and challenges arising from the relationship between the two variables. In order to achieve the proposed objective, a qualitative methodology was adopted, supported by twelve interviews with professionals in the area of Human Resources Management, with expertise in consultancy. The information obtained was analysed using an in-depth content analysis, which revealed that a small number of the interviewees use some Artificial Intelligence tools on a daily basis. In the course of the interviews, some of the interviewees noted various advantages associated with the implementation of Artificial Intelligence, namely the optimisation of Recruitment and Selection processes, as well as identifying emerging challenges present in the implementation and, likewise, in relation to what the future will be at an organisational level. In the same way, the majority of interviewees believe that Artificial Intelligence will be present in day-to-day life in the near future, believing that this implementation will in no way totally replace the human component in the process, but they consider that it will be a preponderant tool for Human Resources professionals, provided that the differences arise naturally and are adjusted to the reality of each company.
Description
Keywords
Inteligência artificial Recrutamento e seleção Gestores de recursos humanos Riscos Desafios Artificial intelligence Recruitment and selection Human resources managers Risks Challenges