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Technology


Managing new


Recruiting 4.0: How to get past the electronic guard Frederike Czerlinski, research scholar with the HFTP Middle East Research Center and student at the Emirates Academy of Hospitality Management in Dubai, UAE.


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n today’s job market, traditional recruitment methods are getting a major makeover. The rise of artificial intelligence (AI), algorithms and bots are


a game-changer for both employers and applicants. While the era of recruiting 4.0 implies efficiency and convenience for employers, it also holds some challenges for job seekers.


Hotel Management International / www.hmi-online.com


digital opportunities


With the proliferation of digital tools in our work environments, we also need to adopt with caution and thoughtfulness. HFTP presents the following research articles to explore the impact of AI in recruitment and developing a corporate digital responsibility policy.


Opportunities of recruiting 4.0 Recruiting 4.0 stands for digitally supported recruiting. For companies keeping up with the times and making use of the advancements in AI, the days of reading thousands of application forms are over. AI and automation are becoming integral parts of recruiting processes. For instance, applicant tracking systems (ATS) automatically scan resumes, saving large companies in particular a lot of time and money. Taking it a step further, AI-powered interviews


can be used to assess a candidate’s suitability. Incorporating chatbots into the recruitment process streamlines the handling of frequently asked questions both pre- and post-employment, resulting


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