5 th International Conference on Management, Education, Social Sciences and Innovation 2024 (ICMESSI2024) e-ISSN: 2990-9848 Kuala Lumpur, Malaysia 1 5 th International Conference on Management, Education, Social Sciences and Innovation 2024 (ICMESSI2024) e-ISSN: 2990-9848 Kuala Lumpur, Malaysia The Use of Artificial Intelligence in Transforming Recruitment and Selection: Insights Gained from Multinational Corporations Deepika Faugoo 1* 1 School of Business, Management & Finance, University of Technology, Mauritius *Corresponding Author: dfaugoo@utm.ac.mu Abstract: Artificial Intelligence (AI) is revolutionizing the Recruitment and Selection (R&S) processes across various industries by enhancing efficiency, saving cost, time and money, reducing biases as well as improving candidate experience. With these benefits it is enabling HR practitioners to focus on vital strategic HR concerns in their companies. This paper explores the multifaceted role of AI in recruitment and selection, examining its impact on job posting, candidate sourcing, screening, interviewing, and onboarding. This study highlights the benefits and challenges associated with AI-driven recruitment systems. It brings to the forefront the experiences of four multinational companies namely Amazon.com, Unilever, Delta Airlines and Siemens and explores their use of AI in the R & S process and the benefits accrued to them. Conclusively the paper highlights several advantages of using AI in the R & S process but cautions that its successful implementation requires a balanced approach that necessitates adopting an ethical approach, enhancing transparency, fairness and emphasizes the need to complement technological innovation, with human judgment and skill that essentially cannot be replaced. Keywords: Recruitment and Selection (R&S), Artificial Intelligence, Multinational Corporations, Accrued benefits 1. Introduction Armstrong and Taylor (2014) elucidate that Recruitment is the process of searching, motivating and stimulating people to apply for job vacancies. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs. Recruitment and Selection consist of four main stages i) Defining requirements – preparing role profiles and person specifications and deciding terms and conditions of employment ii) Planning recruitment campaigns iii) Attracting candidates by reviewing and evaluating alternative sources of applicants, inside and outside the company by advertising, e-recruiting, agencies and consultants. iv) Selecting candidates by sifting applications, interviewing, testing, assessing candidates, assessment centres, offering employment, obtaining references and preparing contracts of employment. These are the classic methods of recruitment and selection that are often time consuming and cumbersome. The new trend in R & S is E-recruitment that can also be used to complement AI tools for efficient and timely employee resourcing process. thereby allowing human recruiters to focus on more strategic work (Upadhyay and Khandelwal, 2018). Heery and Noon (2001, p. 122) defined E-recruitment as the use of “the internet to attract potential employees to an organisation and then employing them”. In E-recruitment jobs are posted on job portals wherein online recruitment systems smooth the process of locating candidates, screening and selection (Armstrong and Taylor, 2017; Stone et al., 2006). E-recruitment provides access to a wide global candidate pool (Plessis and Frederick,