NEW APPROACHES IN HRM

57 natural and relevant is the conversation. There are couples of phases of recruitment where AI can help simplifying the procedure of candidate sourcing from the data available from the internet. It can do the resume screening, automated and simultaneously. It is said that as a result of it, some „ low value, iterative tasks are completely automated, and recruiters can focus on other priorities such as engaging with candidates and assessing their ability to fit into a role ” (Basu Mallick, 2018). Illustrative Cases RECRUITING PEOPLE DIGITALLY: WHAT DOES IT MEAN? Authors (Heger, 2014) claim that digitalization offers the fastest and more economical way of obtaining human talents. One of the widespread examples of the new approaches to HR is seen in the process of recruitment and selection. Two common ways of conducting recruiting and selection based on digital technology will be presented here: gamification and artificial intelligence application via chat bots. Gamification is seen as the most amusing way of doing HR activities digital, while combining the joy and fun as the elements of game and concrete business tasks. Nikolić (2019), in his work compare examples of different game solutions ( Brandstorm, Virtuoso and Virtuoso multiplayer, ConnectCubed ) considering design, context, elements, way of enrolling, ages of players and individual/team orientation and implicitly targeted behavior. The most interested one is Multipoly , the recruitment tool of PwC , is used for talent acquisition enabling students and potential employees to experience virtual but realistic organizational situation. First step consists of creating virtual application, virtual interview and virtual internship. Second step is the game itself reserved for those that pass the first phase. Players/candidates are divided into teams and they have to use their business competencies, digital and interpersonal skills (Mak, 2015). Practically, candidates become virtual employees engaged in the simulation of everyday company`s routine in the 3D simulated offices. They have an opportunity to move through the „ building ” and explore their potential working environment while facing the real business challenges. Usage of artificial intelligence (AI) and popular chat bots in HR practice are also in the focus of attention offering the human` recruiter substitution and workload reduction. Considering that AI has the ability to imitate human cognitive functions while solving problems and making decisions (Kaplan & Haenlein, 2018), more efficiently, it is interesting to see the