FEATURES OF USING INNOVATIVE TECHNOLOGIES IN RECRUITMENT THROUGH ARTIFICIAL INTELLIGENCE TOOLS

The article is devoted to the relevant issue – the study of the peculiarities of applying such innovative technologies as artificial intelligence (AI) in the recruitment of personnel in modern companies, with the aim of optimizing recruitment costs and reducing the influence of the human factor in decision-making. It has been proven that the implementation of innovative technologies in personnel work is essential for adapting to modern market conditions, increasing efficiency, and improving interaction between employers and employees. Such modern technologies as artificial intelligence, social networks, automation of HR processes, remote work platforms, analytical systems, etc., significantly change the traditional approaches to human resource management, opening up new horizons for company development. Innovative systems make it possible to ensure the rapid analysis and assessment of candidates during hiring (recruitment), optimize personnel activities, minimize risks, and make effective HR decisions. In addition, the automation of personnel management processes allows for a quick response to external and internal environmental factors of the enterprise’s activities, enabling the company to promptly adapt to new labor market requirements. One of the main aspects of applying innovative technologies in HR is increasing the efficiency of recruitment and personnel management processes. Thanks to the use of AI, machine learning, and other technologies, automated systems enable a more accurate and objective candidate selection process. The analysis of this data set makes it possible to identify patterns in employee behavior, helps to predict potential problems, and allows timely influence on staff motivation and the overall efficiency of the company’s operations. The purpose of the paper is to highlight modern artificial intelligence tools that can be used to improve the efficiency of recruitment processes. Methodology. The implementation of innovative technologies is essential for adapting to modern market conditions, increasing efficiency, and improving interaction between employers and employees. Modern technologies such as AI, social networks, HR process automation, remote work platforms, analytical systems, and others are significantly transforming traditional approaches to human resource management, opening new horizons for company development. Attention has been drawn to innovative recruitment technologies in the hiring process, and their effectiveness has been demonstrated. Based on the results of research of existing trends in the recruitment services market, the advantages and disadvantages of artificial intelligence (AI) in recruitment were analyzed, and practical examples were provided. Attention is drawn to the fact that the application of AI simplifies and accelerates personnel selection processes, employee performance evaluation, and other aspects of human resource management, making them even more precise and objective. The research has shown that AI serves as an assistant, not a replacement for a specialist, and currently it cannot be compared to human intelligence, as it only helps to more quickly automate and optimize recruitment and HR management processes. Practical implications. Under modern conditions, one of the key factors for the successful functioning of companies and a tool for enhancing their competitiveness is the proper selection of employees who must possess the necessary level of qualifications, skills, and competencies. The organization of labor in any company has certain features determined by the specifics of its operations. It should be noted that the use of new approaches based on modern innovative technologies and the latest personnel consulting tools significantly increases the efficiency of the personnel selection process. Value / originality. In scientific discourse, recruitment is recognized as one of the technologies for successfully implementing personnel policy, allowing for job evaluation, creation of a competency profile, identification of optimal recruitment channels, evaluation of candidates, and their support during the adaptation period using both comprehensive and individual approaches, thereby contributing to the effective formation of the enterprise’s human resources potential with the required level of professional knowledge and skills. However, it should be noted that in most cases, research on innovative technologies in recruitment is developing rapidly, with new tools and opportunities constantly emerging, requiring new challenges and further investigation.