The implementation of Artificial Intelligence-based Decision Support Systems (AI-DSS) in recruitment has significantly enhanced efficiency; however, concerns regarding algorithmic bias persist. Existing AI-DSS models primarily emphasize explicit data, often neglecting psychological and behavioral factors essential for fair recruitment. This study integrates Person-Job Fit and Person-Organization Fit theories into AI-DSS while employing adaptive learning techniques to mitigate bias. Using a mixed- methods approach with an explanatory sequential design, this research combines quantitative analysis (statistical comparisons of AI-DSS and traditional hiring methods, bias evaluation using fairness metrics) with qualitative insights (interviews with HR professionals and candidates). The findings indicate that AI-DSS improves selection efficiency and candidate performance yet remains susceptible to biases derived from historical data. Adaptive learning enhances fairness; however, ethical concerns about transparency and accountability persist. This research strengthens the AI recruitment debate by suggesting a comprehensive model that balances the operational efficiency, ethical needs, and fair practices. Explaining AI paradigms requires additional research to establish trust and flexibility for AI recruitment systems.
