Artificial intelligence (AI) is revolutionising several sectors, including the recruiting region. This study examines how artificial intelligence (AI) might rework the employment procedure with the aid of increasing productivity and lowering unconscious bias. Through comparative analysis, we show that AI gives widespread productivity upgrades across key recruiting levels. AI-powered resume screening answers save the time spent on human overview by fifty percent, while candidate matching algorithms pick out qualified applicants twenty percent faster and with more accuracy. Furthermore, 30% of the method may be streamlined by AI-driven interview scheduling solutions, which enhances the applicant's experience and saves time. Though AI is absolutely more efficient than humans, bias remains a first-rate issue. We explore how artificial intelligence (AI) could possibly lessen discrimination based on age, race, and gender. By carefully designing and training AI algorithms on objective data, the subjective part of human decision-making may be taken out of employment procedures, leading to more fair hiring practices. However, moral questions around AI in hiring nonetheless need to be carefully taken into consideration. There are approximately capacity troubles such as algorithmic bias, a loss of transparency, and an immoderate dependence on automation. To assure the ideal and moral use of AI in hiring, we stress the significance of human supervision, a number of training datasets, and open contact with candidates. In conclusion, even AI has a splendid deal of promise to improve performance and decrease bias in hiring; its moral and successful use wish cautious thought and human management. This study lays the groundwork for future studies and appropriate technology integration in talent acquisition by shedding light on the complex consequences of AI in recruiting.