Musytari : Jurnal Manajemen, Akuntansi, dan Ekonomi

Vol. 25 No. 11 (2026): Musytari: Neraca Manajemen, Akuntansi, dan Ekonomi, ISSN 3025-9495
Articles

PENGARUH KECERDASAN BUATAN DALAM MANAJEMEN SUMBER DAYA MANUSIA TERHADAP EFEKTIVITAS REKRUTMEN DAN SELEKSI: SEBUAH STUDI LITERATUR

PDF
  • Nur Hafiz Kholis,
  • Prilly Anggraini Dwi Putri,
  • Zakie Ahmad Falahiyan
Nur Hafiz Kholis
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Pamulang
Prilly Anggraini Dwi Putri
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Pamulang
Zakie Ahmad Falahiyan
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Pamulang

Published 2026-10-12

Keywords

  • Kecerdasan Buatan,
  • Manajemen Sumber Daya Manusia,
  • Rekrutmen,
  • Seleksi,
  • Efektivitas,
  • Studi Literatur
    • ...More
    Less

How to Cite

PENGARUH KECERDASAN BUATAN DALAM MANAJEMEN SUMBER DAYA MANUSIA TERHADAP EFEKTIVITAS REKRUTMEN DAN SELEKSI: SEBUAH STUDI LITERATUR. (2026). Musytari : Jurnal Manajemen, Akuntansi, Dan Ekonomi, 25(11). https://journal.cib.institute/index.php/musytari/article/view/5175

Abstract

Artificial intelligence (AI) kian lazim dipakai dalam fungsi manajemen sumber daya manusia (MSDM), terutama pada rekrutmen dan seleksi, mulai dari menyaring curriculum vitae, menilai kandidat, sampai menjalankan wawancara otomatis. Teknologi ini diharapkan membuat proses berjalan lebih cepat dan hemat, namun di sisi lain memunculkan persoalan bias algoritmik, keadilan, serta penerimaan pelamar, sehingga dampaknya terhadap efektivitas rekrutmen dan seleksi belum tergambar secara menyeluruh. Penelitian ini bertujuan memetakan sekaligus menyintesis temuan literatur tentang pengaruh AI dalam MSDM terhadap efektivitas rekrutmen dan seleksi, dengan metode studi literatur yang mengikuti sistematika IMRAD (Introduction, Methods, Results, and Discussion). Terkumpul dan terseleksi 25 artikel jurnal ilmiah, yaitu 3 artikel jurnal nasional (SINTA) dan 22 artikel jurnal internasional, yang terbit pada 2020–2026. Artikel dikelompokkan menurut indeks jurnal, tahun terbit, dan tema temuan, lalu dibahas memakai kerangka teori yang terbit setelah 2020, di antaranya kerangka technology–organization–environment (TOE) dan kapabilitas AI, teori keadilan prosedural, serta kerangka etika AI. Pengelompokan menghasilkan lima tema utama: (1) efisiensi dan efektivitas proses rekrutmen-seleksi, (2) adopsi teknologi dan kapabilitas organisasi, (3) bias, diskriminasi, dan keadilan algoritmik, (4) etika, hak asasi, dan tata kelola AI, serta (5) persepsi keadilan dan reaksi pelamar. Pembahasan memperlihatkan bahwa manfaat AI paling konsisten terlihat pada efisiensi proses, khususnya di tahap awal, sementara pengaruhnya pada kualitas dan keadilan seleksi bergantung pada mutu data, tata kelola etis, pengawasan manusia, dan kesiapan organisasi. Penelitian ini merekomendasikan agar AI digunakan pada penyaringan awal dengan keputusan akhir tetap di tangan perekrut manusia, disertai audit bias berkala dan transparansi proses bagi pelamar.
PDF

References

  1. Acikgoz, Y., Davison, K. H., Compagnone, M., & Laske, M. (2020). Justice perceptions of artificial intelligence in selection. International Journal of Selection and Assessment, 28(4), 399–416. https://doi.org/10.1111/ijsa.12306
  2. Basu, S., Majumdar, B., Mukherjee, K., Munjal, S., & Palaksha, C. (2023). Artificial intelligence–HRM interactions and outcomes: A systematic review and causal configurational explanation. Human Resource Management Review, 33(1), 100893. https://doi.org/10.1016/j.hrmr.2022.100893
  3. Black, J. S., & van Esch, P. (2020). AI-enabled recruiting: What is it and how should a manager use it? Business Horizons, 63(2), 215–226. https://doi.org/10.1016/j.bushor.2019.12.001
  4. Black, J. S., & van Esch, P. (2021). AI-enabled recruiting in the war for talent. Business Horizons, 64(4), 513–524. https://doi.org/10.1016/j.bushor.2021.02.015
  5. Charlwood, A., & Guenole, N. (2022). Can HR adapt to the paradoxes of artificial intelligence? Human Resource Management Journal, 32(4), 729–742. https://doi.org/10.1111/1748-8583.12433
  6. Chen, Z. (2023). Ethics and discrimination in artificial intelligence-enabled recruitment practices. Humanities and Social Sciences Communications, 10, Article 567. https://doi.org/10.1057/s41599-023-02079-x
  7. Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A., & Truong, L. (2023). Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human Resource Management Review, 33(1), 100899. https://doi.org/10.1016/j.hrmr.2022.100899
  8. Fritts, M., & Cabrera, F. (2021). AI recruitment algorithms and the dehumanization problem. Ethics and Information Technology, 23(4), 791–801. https://doi.org/10.1007/s10676-021-09615-w
  9. Hunkenschroer, A. L., & Kriebitz, A. (2023). Is AI recruiting (un)ethical? A human rights perspective on the use of AI for hiring. AI and Ethics, 3(1), 199–213. https://doi.org/10.1007/s43681-022-00166-4
  10. Hunkenschroer, A. L., & Luetge, C. (2022). Ethics of AI-enabled recruiting and selection: A review and research agenda. Journal of Business Ethics, 178(4), 977–1007. https://doi.org/10.1007/s10551-022-05049-6
  11. Juhari, Anshori, M. I., & Safrizal, H. B. A. (2024). Artificial intelligence dalam proses recrutment dan seleksi karyawan: Systematic literature review. Jurnal Masharif Al-Syariah: Jurnal Ekonomi dan Perbankan Syariah, 9(1). https://doi.org/10.30651/jms.v9i1.21072
  12. Kelan, E. K. (2024). Algorithmic inclusion: Shaping the predictive algorithms of artificial intelligence in hiring. Human Resource Management Journal, 34(3), 694–707. https://doi.org/10.1111/1748-8583.12511
  13. Köchling, A., & Wehner, M. C. (2020). Discriminated by an algorithm: A systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development. Business Research, 13(3), 795–848. https://doi.org/10.1007/s40685-020-00134-w
  14. Langer, M., König, C. J., & Hemsing, V. (2020). Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions. Journal of Managerial Psychology, 35(4), 271–284. https://doi.org/10.1108/JMP-03-2019-0156
  15. Mirowska, A., & Mesnet, L. (2022). Preferring the devil you know: Potential applicant reactions to artificial intelligence evaluation of interviews. Human Resource Management Journal, 32(2), 364–383. https://doi.org/10.1111/1748-8583.12393
  16. Mori, M., Sassetti, S., Cavaliere, V., & Bonti, M. (2025). A systematic literature review on artificial intelligence in recruiting and selection: A matter of ethics. Personnel Review, 54(3), 854–878. https://doi.org/10.1108/PR-03-2023-0257
  17. Newman, D. T., Fast, N. J., & Harmon, D. J. (2020). When eliminating bias isn't fair: Algorithmic reductionism and procedural justice in human resource decisions. Organizational Behavior and Human Decision Processes, 160, 149–167. https://doi.org/10.1016/j.obhdp.2020.03.008
  18. Ore, O., & Sposato, M. (2022). Opportunities and risks of artificial intelligence in recruitment and selection. International Journal of Organizational Analysis, 30(6), 1771–1782. https://doi.org/10.1108/IJOA-07-2020-2291
  19. Pan, Y., Froese, F., Liu, N., Hu, Y., & Ye, M. (2022). The adoption of artificial intelligence in employee recruitment: The influence of contextual factors. The International Journal of Human Resource Management, 33(6), 1125–1147. https://doi.org/10.1080/09585192.2021.1879206
  20. Pillai, R., & Sivathanu, B. (2020). Adoption of artificial intelligence (AI) for talent acquisition in IT/ITeS organizations. Benchmarking: An International Journal, 27(9), 2599–2629. https://doi.org/10.1108/BIJ-04-2020-0186

Similar Articles

You may also start an advanced similarity search for this article.