Impact Factor(JCC): 6.5848 – This article can be downloaded from www.impactjournals.us IMPACT: International Journal of Research in Business Management (IMPACT: IJRBM) ISSN(Print): 2347-4572; ISSN(Online): 2321-886X Vol. 10, Issue 8, Aug 2022, 33–44 © Impact Journals REVOLUTIONIZING RECRUITMENT: INTEGRATING AI AND BLOCKCHAIN FOR EFFICIENT TALENT ACQUISITION Mohan Reddy Sareddy Orasys LLC, Texas, USA Received: 16 Aug 2022 Accepted: 19 Aug 2022 Published: 24 Aug 2022 ABSTRACT Businesses are finding and hiring people in new ways thanks to the efficient, transparent, and safe hiring process that comes with integrating blockchain technology and artificial intelligence (AI) into the recruiting process. Through interviews with HR specialists from a range of businesses, this study investigates how blockchain technology and artificial intelligence are affecting hiring practices. AI shortens the time it takes to hire new staff by streamlining processes like scheduling interviews and reviewing resumes. By verifying the credentials of candidates, blockchain lowers the possibility of fraudulent applications. In addition to providing a potent strategy for contemporary talent acquisition, the study demonstrates how these technologies enhance data integrity and recruiting efficiency. KEYWORDS: Artificial Intelligence, Blockchain, Talent Acquisition, Recruitment, Efficiency INTRODUCTION In a Deloitte survey, 83% of CEOs said talent acquisition was either very important or extremely important. Though having talent is one the strategic resources, but there still remain a shortage of people and skills. Businesses and the economy can tap into a market pool that has these coveted skills already developed somewhere else, as opposed to going through all of human capital ventures. This being said, the HR department is needed so as to make sure that businesses are able obtain talent necessary for maintaining their competitive advantage. Talented acquisition strategies with a modern touch; how digital transformation has democratized talent engagement since the headways of Industry 4.0 E-Recruitment(E-recruiting) was a predecessor to digital recruitment, turned the tables on how jobs are posted made administrative processes more automatic so that workflows could streamline easily integrated electronic components into all areas of recruiting from start to end and also brought in social media. The submission of job applications has significantly changed as a consequence. Applying by mail made it easier to get a job: with the arrival of online recruitment, all this has been erased. As a consequence, employers are being inundated with more applications than before. That said, it is a positive that there are so many candidates which provides an internal pipeline, but myriad resumes to sift through Enter: a reported 144 applications for every junior role and the ever-increasing necessity that more effective, faster hiring practices are indeed in order. Without a doubt, digital technologies are revolutionizing organisational practices in numerous ways including the way HR has traditionally added business value to organisations. The incorporation of IT has affected not only the work processes of HR departments but also its relationships with those in management and operational and relational features, which have become increasingly multidimensional. Use of electronic applications, tests and interviews in recruitment