Name: Implementing AI in Recruitment and Hiring
Availability: InStock

Course Overview

Artificial intelligence is rapidly transforming talent acquisition, reshaping how organizations attract, evaluate, and engage candidates. From automating job description creation to enabling large-scale candidate assessment, AI introduces new efficiencies while also raising important questions about bias, transparency, and the role of human judgment. As adoption grows, organizations must balance innovation with ethical considerations and a strong focus on candidate experience.

In this course, you will explore how AI is applied across the talent acquisition life cycle, including job design, candidate evaluation, and hiring at scale. You'll examine practical use cases ranging from basic tools to more advanced AI-driven approaches, and you'll identify the data, skills, and context needed to use them effectively. You'll also assess your organization's current talent acquisition challenges, evaluate where AI can add value, and analyze risks such as bias, privacy, and overreliance on automation. You'll consider stakeholder perspectives, human-in-the-loop decision making, and the impact of AI on the candidate experience and organizational outcomes.

Upon completion of this course, you will be able to identify where AI can improve talent acquisition processes while recognizing its limitations and risks. You'll be prepared to evaluate AI tools for job design and candidate assessment, ensure appropriate human oversight, and make informed decisions about implementation. You'll also be equipped to assess vendor solutions, measure potential ROI, and shape a talent acquisition strategy that balances efficiency, fairness, and a positive candidate experience.

You are required to have completed the following course or have equivalent experience before taking this course:

Understanding AI Technologies in Human Resources

Key Course Takeaways

Explore how AI is transforming talent acquisition, including key challenges, opportunities, stakeholders, and human oversight
Examine varied AI methods for job description creation to better understand what capabilities your organization should look for in AI for HR
Examine candidate evaluation use cases to understand AI options and assess which capabilities align with your organization's approach to hiring
Explore the impact of AI on the candidate experience and the future of talent acquisition to determine what your organization should prioritize when adopting or evaluating AI tools

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How It Works

Course Length

2 weeks

Effort

3 to 5 hours of study per week

Format

100% online, instructor-led

Course Authors

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JR Keller

Associate Professor

Cornell ILR School

Associate Professor of Human Resource Studies, Cornell ILR School

JR Keller is an Associate Professor of Human Resource Studies in the ILR School at Cornell University. Professor Keller’s research focuses on understanding how firms make hiring decisions and individuals make career choices, with a particular interest in the ways in which the dynamics shape how employees change jobs within firms.

Professor Keller’s work has appeared in several leading academic and practitioner outlets, including Administrative Science Quarterly, Academy of Management Journal, Academy of Management Review, Harvard Business Review, Industrial & Labor Relations Review, People & Strategy, and Organization Science.

Prior to pursuing a Ph.D., Professor Keller had two careers: the first as a financial analyst and the second as a career consultant. He earned his Ph.D. in Management from The Wharton School at The University of Pennsylvania and holds a Master’s in Adult Education from Indiana University as well as undergraduate degrees in Finance and Computer Applications from the University of Notre Dame.

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John McCarthy

Associate Professor

Cornell ILR School

Associate Professor of Labor Relations, Law and History, Cornell ILR School

John McCarthy is an Associate Professor at Cornell University’s ILR School. His research examines how to build and sustain collaborative organizations and the impact of employee participation on workers and broader organizational outcomes. In recent years, John has expanded his research to explore the transformative effects of emerging technologies, with a particular emphasis on generative artificial intelligence and its implications for the future of work. He is the principal investigator at the JEM Lab for Generative AI at Work.

John’s research appears in several leading academic outlets, including Industrial and Labor Relations Review, Industrial Relations, British Journal of Industrial Relations, Journal of Applied Psychology, Personnel Psychology, and Harvard Education Press.

Before joining Cornell’s ILR School, John was a Visiting Doctoral Student and Research Fellow at The Wharton School and a Postdoctoral Fellow at MIT’s Sloan School of Management, He received his PhD from the School of Management and Labor Relations at Rutgers University.

Who Should Enroll

HR professionals seeking to understand and apply AI responsibly across the employee life cycle
HR managers and HR business partners evaluating or implementing AI-enabled HR solutions
Talent acquisition, performance management, and workforce analytics professionals looking to strengthen their AI capabilities
HR leaders responsible for guiding AI adoption while balancing efficiency, ethics, and organizational impact

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AI in Human Resources

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