Author(s):
Sivakami. R., Yazhini Sangamitra N
Email(s):
M23CO36@mccblr.edu.in
DOI:
10.52711/2321-5763.2025.00023
Address:
Sivakami. R.1, Yazhini Sangamitra N2
1Associate Professor, Mount Carmel College, Autonomous, Bengaluru, India.
2M.Com, Mount Carmel College, Autonomous, Bengaluru, India.
*Corresponding Author
Published In:
Volume - 16,
Issue - 2,
Year - 2025
ABSTRACT:
The rapid advancement of technology has revolutionized human resource management, particularly in talent acquisition, workforce planning, and leadership succession. This study explores the role of predictive analytics as a key driver of agile recruitment strategies, enabling organizations to optimize hiring, anticipate skill gaps, and improve workforce retention. By analysing historical hiring data and leveraging AI-driven insights, HR professionals can enhance decision-making, reduce recruitment biases, and streamline leadership succession planning. The research adopts a mixed-method approach, combining survey responses from HR professionals across various industries with qualitative insights from interviews. Findings indicate that organizations leveraging predictive analytics report improved hiring efficiency, proactive workforce planning, and stronger leadership pipelines. However, challenges such as data privacy concerns, algorithmic bias, and the need for specialized expertise hinder broader adoption.
Cite this article:
Sivakami. R., Yazhini Sangamitra N. Recruitment Paradigms: Predictive Analytics as a Catalyst for Agile Recruitment and Leadership Succession. Asian Journal of Management. 2025;16(2):147-2. doi: 10.52711/2321-5763.2025.00023
Cite(Electronic):
Sivakami. R., Yazhini Sangamitra N. Recruitment Paradigms: Predictive Analytics as a Catalyst for Agile Recruitment and Leadership Succession. Asian Journal of Management. 2025;16(2):147-2. doi: 10.52711/2321-5763.2025.00023 Available on: https://ajmjournal.com/AbstractView.aspx?PID=2025-16-2-12
REFERENCES:
1. Benkert, J.M., Letina, I., and Liu, S. Startup Acquisitions: Acquihires and Talent Hoarding. 2024arXiv:2308.10046v4.
2. Gärtner, C., and Kern, D. Smart HRM in 2030: Conversational HR, Connected Robotics, and Controlled Analytics. Future of Business and Finance - Springer. 2021
3. Grosu, A., and Cristian, D. Leadership Succession Planning in International Mergers and Acquisitions in Central and Eastern Europe. Journal of Knowledge Management, Economics and Information Technology. 2011
4. Mcdonnell, A., and Collings, D. Talent management: A systematic review and future prospects. European Journal of International Management. 2017
5. Rajesh, D., Kandaswamy, U., and Rakesh, A. The impact of Artificial Intelligence in Talent Acquisition Lifecycle of organizations: A global perspective. International Journal of Engineering Development and Research. 2018
6. Volpone, S., and Thomas, K. Targeted recruiting: Identifying future employees. In The Oxford Handbook of Recruitment. 2013: 110 - 125. Oxford Publications.
7. Abhraham, M., and Kaliannan, M. Reframing talent acquisition, retention practices for organisational commitment in Malaysian SMEs: A managerial perspective. Journal of General Management. 2023
8. Abhraham, M., Maniam, K., Thomas, S., and Avvari, M. V. Reframing talent acquisition, retention practices for organisational commitment in Malaysian SMEs: A Managerial Perspective. Journal of General Management. 2023
9. Adams, and Richardson. Machine Learning as a tool for Upskilling workforce . Talent Development Journal. 2023
10. Alabi, K. Predictive Analytics in HR: Leveraging AI for Data-Driven Decision Making. International Journal of Research in Engineering, Science and Management. 2024
11. Anderson. Diversity: Factor of Success in recruitment. Diversity in hiring Report. 2024
12. anuradha, and Rani. AI in HR: Revolutionizing Recruitment, Retention, And Employee Engagement. HR Technology Journal. 2024
13. Anuradha, M., and Rani, J. Predictive analytics in hr: using ai to forecast employee turnover and improve succession planning. Zibaldone Estudios Italianos. 2024
14. Attaran, M., and Attaran, S. Opportunities and Challenges of Implementing Predictive Analytics for Competitive Advantage. International Journal of Human Resource Studies. 2018.
15. Bala, L. Leveraging the Metaverse for Recruitment in the IT Sector: A Literature Review. International Journal of Arts, Science and Humanities. 2024
16. Boenigk, S., and Geib, N. Improving Nonprofit Succession Management for Leadership Continuity: A Shared Leadership Approach. Wiley Online Library. 2022
17. Breaugh, J. A. Recruiting and Attracting Talent: A Guide to Understanding and Managing the Recruitment Process. Human Resource Management Review. 2009
18. Brown, H. The Gig Economy: Challenges and Opportunities for Workforce Planning. Human Resource Management Review. 2024
19. Carter, J., and Wong, J. Diversity, Equity, and Inclusion: A Decade of Progress? DIversity and Inclusion Journal. 2023
20. Carter, M. C., Carla M Davis, and Julie Wang. Diversity, Equity, and Inclusion: A Decade of Progress? J Allergy Clin Immunol Pract. 2023.
21. Chen, L. Navigating Regulatory Changes: The Role of HR in Ensuring Compliance Across Borders. Journal of Employment Law and Compliance. 2024
22. Cheng, M., and Hackket, R. Mapping the Adoption of Predictive Analytics in Strategic Workforce Planning. Springer. 2021
23. Chengg, M. M., and Hackett, R. D. (2021). A critical review of algorithms in HRM: Definition, theory, and practice. Journal of Business and HR Innovation.
24. Crous, S. Top Employers Measure HR: Leadership. Sabinet African Journals. 2015
25. Dalameh. Talent management: a systematic review. Oradea Journal of Business and Economics. 2023
26. Denis, G. Predictive Analytics for Recruitment Optimization. International Journal of Innovative Technology and Exploring Engineering (IJITEE). 2019
27. Deshpande, M. A study of talent acquisition practices in its industry: Innovations in HR strategies. Academicia: An International Multidisciplinary Research Journal. 2020
28. Dhewanto, W., and Arso, D. P. Recruitment Application Revamp Using Agile Development Methodology. Proceedings of the 6th Global Conference on Business, Management, and Entrepreneurship. Advances in Economics, Business and Management Research. 2021
29. E. Kavitha, and Vittu Bhai, H. The strategic impact of hr in the it sector. International Journal of Progressive Research in Engineering Management and Science (IJPREMS). 2023; 3(7).
30. Ekuma, K. Artificial Intelligence and Automation in Human Resource Development: A Systematic Review. Human Resource Development Review. 2023.
31. Future of Jobs Report. World Economic Forum. 2023.
32. Global Workforce Trends Report. Deloitte. 2023.
33. Gomez, M. Workforce Trends Journal. 2024
34. Harrison, and Kim. Organisational Behaviour Review. Journal of Digital Transformation. 2024
35. Jaramaz, J. (2023). Recruitment and Selection Process of Personnel in the IT Sector in the Territory of Vojvodina. International Journal of Management Trends: Key Concepts and Research.
36. Kathuria, R., and Chauhan, R. (2024). Optimizing Talent Management Strategies for Enhanced Employee Engagement and Satisfaction in Automotive Sector. International Journal For Multidisciplinary Research.
37. Krishnan, S. A. (2024). A Study on Impact of AI and Automation on HR in IT Sector. Mayas Publications. 2024; 3(5).
38. Lee, J. and. (2018). Employee engagement and performance: a systematic literature review. International Journal of Management and Economics.
39. Lee, S. and. (2024). Demographic Changes and Workforce Diversity: Implications for Organizational Practices. Journal of Organizational Behavior.
40. Lenka, R., and Dadas, A. (2020). Artificial Intelligence a Revolution for HR in Talent Management in IT Sector. International Journal of Innovative Technology and Exploring Engineering (IJITEE).
41. Lodhe, T. S., Borhade, R. R., Barekar, S. S., Kulkarni, V. S., and Apare, R. (2024). The Impact of Predictive Analytics on Employee Performance Evaluation and Succession Planning. Journal of Information Systems Engineering and Management.
42. Mahmood, D. K. (2024). Tech Trends 2024: Emerging Technologies Fueling Digital Transformation. Journal of Emerging Technology and Digital Transformation.
43. McKinsey and Company. (2024). The Future of Work Report. McKinsey and Company.
44. Miller, T. (2023). Workforce Innovation Review.
45. Monareng, T. J., and Dunn, R. (2016). An Investigation into the Challenges Faced by a Funding Agency in Designing and Implementing a Succession Planning Programme. International journal of education and practice.
46. Nelson. (2024). UKG Named Leader in NelsonHall New World Workforce Management 2024 Evaluation. HR Tech EDGE.
47. Nocker, M., and Sena, V. (2019). Big Data and HumanResources Management: The Rise of Talent Analytics. Special Issue Big Data and Employee Wellbeing.
48. Nwaimo, C. S., Adegbola, A. E., Adegbola, M. D., and Adeusi, K. B. (2024). Forecasting HR expenses: A review of predictive analytics in financial planning for HR. International Journal of Management and Entrepreneurship Research.
49. O'Connor, T. and. (2024). Succession Planning in Modern Organizations: The Role of Predictive Analytics. Journal of Leadership and Organizational Studies.
50. Paramita, D., Okwir, S., and Nuur, C. (2024). Artificial intelligence in talent acquisition: exploring organisational and operational dimensions. International Journal of Organizational Analysis.
51. Patel, G. M. (2023). Impact of employee engagement. gujarat technological university.
52. Patel, R., and Sharma, K. (2023). Artificial Intelligence in Recruitment: A Review of AI Applications and Their Impact on Hiring Practices. International Journal of Human Resource Management.
53. Patidar, K. and. (2024). Succession Planning and Financial Performance: Does Competition Matter? Succession Planning Journal.
54. Poonam Likhitkar, and Verma, P. (2020). HR Value Proposition Using Predictive Analytics: An Overview. New Paradigm in Decision Science and Management, (pp. 165-171).
55. Rai, S. (2024). Innovation in recruitment in talent acquisition: a study on technologies and strategies adopted for talent management in it sector. International Journal of Scientific Research in Engineering and Management (IJSREM).
56. Rehman, S., Ullah, A., Naseem, K., and Elahi, R. A. (2022). Talent acquisition and technology: A step towards sustainable development. Frontiers in Psychology.
57. Seelhofer, D., and Valeri, G. (2017). The Interplay between Leadership and Team Performance: An Empirical Investigation in a Major Swiss HR Consulting Firm. Central European Business Review.
58. Sharma, A. (2022). Major recent trends in recruitment and selection in indian industries, with special reference to it sector. Amity Journal of Management.
59. Singh, P., Shokeen, S., Raghava, V., and Garg, S. (2023). Employee Attrition Using Predictive Analytics. European Economic Letters
60. Taylor, B. and. (2023). Study on cost effective Hiring Strategies in Contemperory world.
61. V.S. Dr. Mangnale, and Potluri, D. M. (2012). Recent Trends in HR as a Useful Retention Strategy in Indian IT Sector. Asian Journal of Business Management.
62. Verma, P., and Likhitkar, P. (2017). HR Value Proposition Using Predictive Analytics: An Overview. Springer - HR Value propositions.
63. Visvanathan, K., and Prasad, S. (2022). A Study on Talent Acquisition Strategy and Factors Influencing Negotiations. International Journal of Research Publication and Reviews.
64. Volpone, S. D., Thomas, K. M., Sinisterra, P., and Johnson, L. (2013). Targeted Recruiting: Identifying Future Employees through Predictive Analytics. Journal of Strategic Recruitment Studies.
65. Zhao, F., and Meng, T. (2023). Digital Transformation and Firm Performance: Benefit From Letting Users Participate. Journal of Global Information Management.
66. Zhao, Y., and He, G. (2024). When digitalization meets HRM: developing a HRM value chain model in China. Chinese Management Studies.