INTEGRATING ARTIFICIAL INTELLIGENCE INTO HR PROCESSES: RUSSIA VS INDIA

INTEGRATING ARTIFICIAL INTELLIGENCE INTO HR PROCESSES: RUSSIA VS INDIA

          In today's world, the management of various human resources is increasingly being shifted to artificial intelligence. Namely, the possibilities for using AI in recruitment have expanded considerably: AI helps recruiters find the best candidates for the job, making the process of interviewing and selecting talented and knowledgeable professionals almost automatic.

Many companies, for example, are beginning to use neural networks to search for personnel and pre-evaluate the resumes and practical skills of specialists. However, HR departments still employ staff to make the final selection of employees, but in the future, artificial intelligence could become an indispensable assistant with the possibility of further training to achieve better results and a higher quality selection of employees.

Literature review

          According to research agency Grand View, the global market for technical innovations in HR reached US$16.43 billion in 2023 and is forecast to reach US$36.62 billion by 2030, growing at an average rate of 12.2% a year [2]. It is emphasized that "the integration of technologies is driving significant innovations, such as predictive analytics for workforce planning and AI-driven recruitment tools, thereby continuously transforming HR processes and improving efficiency... [2]". The HR Tech market is also very busy with companies merging for the sake of getting access to the cutting-edge technologies and securing more customers.

Right now, there are different systems that can automate technology processes, including how companies manage their employees. Foreign companies are the most active in this area, and many of them have already developed and are constantly improving modules based on artificial intelligence. Here are some of them [1]:

Amazing Hiring uses technology to help find new employees. Its automated activities include:  creating and managing job openings, searching for new employees, conducting high-quality assessments and selecting candidates for positions, simplifying communication with candidates, keeping records of interviews.

HireEZ is a platform that uses an algorithm and artificial intelligence to search lots of websites for new employees. It helps recruiters create a database of candidates. This database is then used to quickly identify information from a candidate's CV. It can also be used to find additional information about the candidate, such as scientific articles they have written or participation in open competitions.

Assess First is a system designed to evaluate and examine different employee skills and qualities. It helps recruiters to carry out a full analysis of an employee's personal attributes and to decide if they have the potential to develop further within the company.

Paradox Olivia is a chatbot that helps recruiters with doing interviews and solving problems in the interview process.

The main disadvantage of said platforms is the necessity to set the parameters for the search and selection process by the recruiter. The performed analysis helps to draw conclusions based on the data obtained, but the search results cannot be optimized based on the data.         

          Selecting candidates via AI-managed interviews is another procedure that is becoming widespread. This method uses a computer program to create questions, then looks at the answers given, and checks how the person being interviewed acts, analyses the tone of their voice, and the context of the interview. One company that does this is Unilever, which uses the HireVue platform to do video interviews for entry-level jobs [3]. The standard procedure includes a few steps:

1. The candidate fills out a form with their CV to apply for the job.
2. After receiving an invitation letter, the candidate takes an online test, which checks the candidate’s logical thinking and professional skills.
3. On completing the online test, the candidate is invited to a digital interview. The interview lasts for about 30 minutes. AI automatically generates questions depending on the vacancy. Candidates must answer these questions within a certain time.
4. After recording the interview, AI algorithms perform real-time analysis, checking the quality of the answers provided – searching for keywords, the logic of arguments; assessing tone of voice, speech rate and overall emotional tone, as well as facial expressions and eye contact. Based on the research conducted, the platform calculates a final score, which the system uses to grant access to the final interview with the manager and team.

This technological process has enabled Unilever to change various company indicators, as shown in Table 1 [3]:

Table 1. Optimising job interviews with the help of AI

Having provided some examples of AI-managed recruitment procedures, we will analyse the reports on AI-tools and platforms for recruitment in Russia and India, compare their functionality and determine the prospects for their use.

Methodology

The aim of this review is to assess the prospects for further integration of the automated recruitment procedures in the Russian and Indian HR sector. The assessment is based on the analysis of the existing studies, academic papers, and reports related to recruitment practices in Russia and India [4; 5; 6; 8]. The comparative method is used to contrast the findings from these varied sources.

Comparative analysis of key trends and optimization strategies: findings

The comparative analysis involves a few parameters, such as: the market growth rate in both countries, the AI-tools and optimization strategies employed in Russian and Indian HR practices as well as the projected cost savings in case of their implementation. It is also necessary to take into account the barriers that can hamper utilizing AI-driven methods and tools in recruitment. The findings are summarized in Table 2.

Table 2. Comparative analysis of AI-tools integration in HR procedures in India and Russia

According to the results received, both countries have much in common in terms of implementing AI-tools in recruitment. Thus, significant reductions in operational expenses are expected thanks to automating the recruitment procedures: the figures vary from 25 to 30% in the next 5 years [5; 7]. Among the optimization strategies there is creation of personalized content, intelligent filtering and document handling. The listed strategies are expected to result in deeper candidate engagement, effective time management and, specifically for India, reduced bias in selecting candidates. AI usage in recruitment is believed to expand both in Russia and India, being tailored to the local needs.

Another point for comparison is the functionality of the platforms used for AI-enhanced recruitment. Let us demonstrate the features that Indian and Russian digital instruments possess (Table 3).

Table 3. Summary of the automated functions

The results show that both in India and in Russia few platforms possess a wide range of features such as AI-powered candidate screening, job-candidate matching and   interviewing. The platforms largely rely on the companies’ databases for matching job openings and candidates, with AI-tools doing interviews and providing reports upon the results.

Conclusion

In summary, the integration of artificial intelligence into HR management processes demonstrates high potential for increasing efficiency and competitiveness of both Indian and Russian recruitment practices. Despite the necessity to invest in raising recruiters’ digital awareness and managing data efficiently, the benefits of implementing technologies outweigh the possible disadvantages.

List of References

1. AI Recruiter Lab. Case Study: How Fortune 500 Companies Use AI in Recruitment [Electronic Resource]. – URL: https://airecruiterlab.com/resources/fortune-500-ai-recruitment
2. Grand View Research. HR Software Industry Analysis [Электронный ресурс]. – URL: https://www.grandviewresearch.com/industry-analysis/hr-software-market
3. Marr B. The Amazing Ways How Unilever Uses Artificial Intelligence to Recruit & Train Thousands of Employees [Electronic resource]. – URL: https://bernardmarr.com/the-amazing-ways-how-unilever-uses-artificial-intelligence-to-recruit-train-thousands-of-employees/ (accessed: 01.11.2025).
4. Mishra A. Top 20 AI Tools for Hiring in India (2025) // Digital Experience [Electronic resource]. – URL: Top 20 AI Tools for Hiring in India (2025) | Digital Experience (accessed: 01.11.2025).
5. Ovchinnikova O. P., Lebedeva D. V. Artificial Intelligence in Personnel Management: Opportunities and Threats // Issues of Management. – 2024. – Vol. 18. – No. 4. – pp. 55–66.
6. Shestakova I. G., Deberdeeva N. A. Artificial Intelligence Technologies in Digital HR Communications: Prospects and Risks // Problems of Market Economy. – 2024. – No. 4. – pp.128–139.
7. Tay Che Enn, Cheah Yeh Ying, Yeo Sook Fern, Cheah Chew Sze. Revolutionizing Recruitment: The Rise of Artificial Intelligence in Talent Acquisition // Paper ASIA. – 2024. – Т. 40. – № 6b. – pp. 191–201.
8. Top Recruitment Platforms in India (2025) // Qureos.com [Electronic resource]. – URL: Top Recruitment Platforms in India (2025) - Hiring Guide (accessed: 01.11.2025).