International Journal of Business and Technology Management e-ISSN: 2682-7646 | Vol.6, No. 3, 529-536, 2024 http://myjms.mohe.gov.my/index.php/ijbtm 529 Copyright © 2024 ASIAN SCHOLARS NETWORK - All rights reserved AI-Driven Recruitment and Selection: Enhanced HR Decision- Making with Accrued Benefits of Organizational Success Deepika Faugoo 1* 1 School of Business, Management & Finance, University of Technology, Mauritius *Corresponding Author: dfaugoo@utm.ac.mu Received: 13 July 2024 | Accepted: 15 October 2024 | Published: 1 November 2024 DOI: https://doi.org/10.55057/ijbtm.2024.6.3.47 __________________________________________________________________________________________ Abstract: As organizations strive for efficiency and precision in a rapidly evolving and highly competitive business environment, the role of Artificial Intelligence (AI) in transforming Recruitment(R) and Selection (S) processes has become indispensable. This paper explores how AI optimizes human resource acquisition by improving accuracy in candidate matching, with time and cost efficiency thereby enhancing HR decision-making while ensuring a more positive candidate experience. AI's ability to analyze vast datasets and leverage advanced analytics to predict candidate suitability makes it an indispensable tool for enhancing recruitment and selection accuracy and effectiveness. Thus, giving HR managers much needed time to focus on strategic people management activities. The growing reliance on AI reflects its potential to address future workforce demands, making it not only a competitive advantage but an urgent necessity. This paper argues that embracing AI in recruitment is crucial for companies looking to secure the right talent and maintain a competitive edge in today’s dynamic environment. This study showcases the transformative benefits of AI-driven recruitment through the experiences of multinationals such as Amazon, Unilever, Delta Airlines, and Siemens. While AI enhances efficiency and accuracy, successful implementation requires a balanced approach that prioritizes transparency and fairness. AI must complement—never replace—human judgment and skill, and must be used as an ethical HR practice ensuring a holistic and responsible recruitment process that leads to effective decision making with regard to employee resourcing thereby leading to accrued benefits of organizational success Keywords: Artificial Intelligence in R & S, Competitiveness and Organisational Success ___________________________________________________________________________ 1. Introduction The rapid rise of AI (Artificial Intelligence) in Human Resources (HR), is hailed as ‘the new age of HR’ that is revolutionizing the recruitment industry by automating routine tasks once handled by human recruiters, sparking a growing body of literature on its transformative impact and its benefits and consequences (Upadhyay & Khandelwal, 2018). For decades, until the mid/late 1990s, hiring practices depended mostly on traditional, non-digital methods in which human interface was the main means of sourcing and attracting potential employees (Black & van Esch, 2020). This can be understood by established definitions of R&S by mainstream authors. According to Armstrong and Taylor (2014), recruitment involves attracting and motivating individuals to apply for job vacancies, while selection focuses on choosing the right candidates. Traditionally, this process involves four stages: defining job requirements,