Algorithmic Hiring in Pakistan’s Software Industry: Efficiency, Fairness, and Evolving Role of Human Resource

Abstract

This study examines the adoption of algorithmic hiring within Pakistan’s software industry, focusing on its implications for efficiency, fairness, and the evolving role of human resource professionals. Drawing on qualitative evidence from HR practitioners and supported by a review of contemporary literature, the article explores how artificial intelligence tools are being used to automate recruitment tasks such as job description writing, résumé screening, candidate ranking, and initial assessments, significantly reducing time and administrative burden. The findings indicate that while AI enhances standardization, speed, and data-driven decision-making, it also introduces critical challenges related to algorithmic bias, transparency, ethical accountability, data privacy, and organizational readiness. Rather than replacing human judgment, artificial intelligence is predominantly applied within a hybrid model where human resource professionals retain oversight in contextual evaluation, ethical control, and final hiring decisions. The study highlights that in Pakistan’s developing-country context, structural constraints, skill gaps, and cultural resistance further shape artificial intelligence outcomes. Overall, the research concludes that algorithmic hiring is transforming human resources from an administrative function into a more strategic, analytical role, contingent on effective governance, capacity building, and sustained human oversight.