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Corruption in India reached a crescendo between 2011 and 2013, with the exposure of the 2G Spectrum scandal and the “Coalgate” report fiasco at the top of all recent events. The largest working democracy is under the scanner. As the third largest economy in Asia, a nuclear power, and an information technology powerhouse, India has a lot to clean up. Current experience shows the failure of the top investigative agencies and the lack of political will to tackle corruption. The spate of high-level corruption scandals has also led to a popular movement in 2011, which also fizzled out, including the newly introduced “Anti-Corruption, Grievance Redressal and Whistleblower Protection Act, 2011.” This chapter examines the several issues involved.

Introduction: Artificial intelligence (AI) assists recruiters in effectively and efficiently nominating applicants precisely and accurately. It helps in the screening of resumes without biasness. This chapter will identify different AI technology and various organisations using it fully or partially.

Purpose: This chapter aims to get insights about various AI tools that assist human recruiters, save time and cost, and provide modern experiences. It will help identify various applications that are currently in use and their features. It also helps in finding out the benefits and the challenges faced by the recruiters and the applicants while assimilating those applications in hiring.

Need for the Study: The study will be helpful to all those recruiting firms who are presently using AI or not using it to understand the benefits and challenges they might face.

Methodology: The chapter will be based on reviews and industry reports. This chapter will include a study related to human resource (HR) functions where AI is used. To give more insights into AI technology, this study mentions various applications like Mya, Brazen, etc., and their usefulness in recruitment. Also, special emphasis would be given to the recruitment functions as most companies use AI. Some companies like Deloitte and Oracle are using AI fully or partially will also be incorporated.

Findings: The study finds out that although many companies have started to use AI tools for recruitment, they have not explored all the algorithms that can be used to complete the whole recruitment and selection process. Companies like Loreal use AI for candidate applications and recruiter screening, but human recruiters stand strong for assessments and interviews. AI’s widespread use presents human resource management (HRM) practitioners with both opportunities and challenges.

Practical implications: The basic idea of the study is to scrutinise the related literature and find out the features, advantages and limitations/challenges of using AI which would be helpful for recruiters in better understanding of the technology-driven recruitment.