AI and the Recruitment Process: Issues and Perceptions in the Tunisian Context

Through semi-structured interviews and thematic analysis, we uncovered some important insights about the digital maturity of HR professionals in our region. While many participants showed a theoretical understanding of AI, their practical application of these technologies was surprisingly limited. It’s interesting to note that while tools like LinkedIn are being used and contain AI features, many users don’t recognize these elements and often mix up automation with real AI capabilities. The findings reveal that, for most, AI is mainly seen as a way to automate repetitive administrative tasks rather than a valuable resource for assessing soft skills and cultural alignment. There are ongoing concerns about algorithmic bias, the standardization of profiles, data privacy, and overall transparency—which are valid issues that need addressing. Moreover, we found that economic factors are a significant barrier as well, especially given the high costs of implementing AI technologies. This is especially relevant for many businesses in Tunisia that are facing challenges with low recruitment volumes. One of the most interesting insights from our study is the connection between the number of people that companies are hiring and their opinions on how effective AI is. This relationship really stands out as a key takeaway. Therefore, in this study we emphasize the importance of digital transformation for the HR sector in Tunisia. This is not simply a trend but essential in terms of how one stays relevant and what organizations and their employees are looking for. Getting over this transformative can be beneficial for better engagement, efficiency and success for all the stakeholders. We should see AI as a supportive tool that complements the efforts of human resources professionals, rather than viewing it as a replacement for the essential human touch that is so critical in this field.