인사, 인재 채용 및 인력 계획 분야 생성형 AI : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the generative AI in HR Talent Acquisition and Workforce Planning market size was valued at USD 4.96 billion in 2025 and estimated to grow from USD 6.27 billion in 2026 to reach USD 21.84 billion by 2031, at a CAGR of 28.35% during the forecast period (2026-2031).

This report is Segmented by Deployment Model (Cloud, Hybrid, and More), HR Function (Recruitment and Talent Acquisition, Learning and Development, Performance Management, and More), Organization Size (Large Enterprises, and Small and Medium Enterprises), End-Use (IT and Telecom, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Generative AI In HR Talent Acquisition and Workforce Planning Market Trends and Insights

Large Language Model Adoption in Enterprise HR SaaS

Large language models are moving from trials into core HR software workflows. Workday launched Sana from Workday in March 2026 with more than 300 agentic skills for HR and finance work. Berner Group reported 90% adoption within 40 days and retired 400 ChatGPT licenses after the rollout. Oracle introduced 8 Fusion Agentic Applications for HR in April 2026, designed to support actions within Oracle Fusion Cloud HCM workflows. These releases integrate AI functions into the main HR system rather than treating them as separate tools. Procurement teams are also giving more weight to governance controls and AI management practices.

Automation of High-Volume Hiring Workflows

High-volume recruiting provides employers with a clear framework for assessing the operational value of AI. In July 2026, Eightfold stated that early users of its AI Interviewer reduced hiring cycles from 42 days to under 1 week. The company also reported time-to-interview reductions of up to 90% and automation of 80% of manual recruiter tasks. Structured screening can improve consistency in early candidate evaluation when organizations closely monitor outcomes. SAP is implementing SmartRecruiters for SAP SuccessFactors across its global operations, with a worldwide go-live scheduled for September 2026. The generative AI in HR talent acquisition and workforce planning market benefits where employers can link faster screening with transparent evaluation controls.

Data Privacy, Bias, and Fairness Concerns

Bias and fairness concerns create legal and reputational risks for employers using AI in hiring. A 2026 study in Scientific Reports found that intersectional bias can manifest across race, gender, and age in AI recruitment systems. This makes simple, single-category reviews insufficient for many hiring models. Employers need documented testing, oversight, and a process for reviewing model outcomes. These requirements may be harder for smaller suppliers to meet consistently. They also make governance capability a central part of the generative AI in HR talent acquisition and workforce planning market offering.

Other drivers and restraints analyzed in the detailed report include:

1. Conversational AI for Employee and Candidate Self-Service
2. Skills-Based Workforce Planning and Internal Mobility
3. Limited HR-Specific Training Data Quality

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Cloud held 76.48% of the generative AI in HR talent acquisition and workforce planning market share in 2025. The position reflects the long-running migration of core human capital systems to software-as-a-service platforms. Major suppliers use cloud architectures to deliver AI functions across their HR suites. This keeps cloud deployment central for organizations that can meet cloud data governance requirements.

Hybrid deployment is projected to grow at a 29.47% CAGR through 2031. Financial services, healthcare, and government organizations may retain payroll or candidate data in controlled environments. They can still use cloud services for selected analytics and inference workloads. Oracle introduced an AI-native builder experience for Fusion Applications in July 2026, including no-code, low-code, and pro-code options. On-premises systems remain relevant where legacy integration requirements or strict data sovereignty rules are in place. Hybrid capability is becoming important for suppliers serving regulated enterprise accounts.

Recruitment and talent acquisition accounted for 35.82% of the generative AI in HR talent acquisition and workforce planning market size in 2025. Recruiting produces recurring workflows that can be measured through time-to-fill, interview completion, and offer outcomes. These data points make the use case easier to explain to HR and finance leaders. High hiring volumes also give organizations repeated opportunities to refine their processes.

HR analytics and workforce planning are projected to expand at a 30.82% CAGR through 2031. The function is shifting from static reporting toward scenario planning, skills mapping, and internal mobility support. Employers can use AI to identify likely skills gaps before a hiring requirement becomes urgent. Learning and development, engagement, and performance management also add demand for connected people data. The result is a closer relationship between recruiting, development, and retention. Suppliers that integrate these functions into a single experience may be better positioned to serve enterprise buyers.

Complete Report Scope:

• By Deployment Model
  • Cloud
  • On-Premises
  • Hybrid
• By HR Function
  • Recruitment and Talent Acquisition
  • Learning and Development
  • Employee Engagement and Experience
  • Performance Management
  • HR Analytics and Workforce Planning
  • Other HR Functions
• By Organization Size
  • Large Enterprises
  • Small and Medium Enterprises
• By End-Use Industry
  • IT and Telecom
  • BFSI
  • Healthcare and Life Sciences
  • Manufacturing
  • Retail and E-commerce
  • Other End-Use Industries
• By Geography
  • North America
    • United States
    • Canada
    • Mexico
  • South America
    • Brazil
    • Argentina
    • Rest of South America
  • Europe
    • Germany
    • United Kingdom
    • France
    • Italy
    • Spain
    • Russia
    • Rest of Europe
  • Asia-Pacific
    • China
    • Japan
    • India
    • South Korea
    • Australia
    • Rest of Asia-Pacific
  • Middle East
    • Saudi Arabia
    • United Arab Emirates
    • Turkey
    • Rest of Middle East
  • Africa
    • South Africa
    • Egypt
    • Rest of Africa

Geography Analysis

North America held 40.27% of the generative AI in HR talent acquisition and workforce planning market share in 2025. The region has a concentrated base of enterprise HR software suppliers and cloud HCM users. The United States drives most regional demand, while Canada and Mexico benefit from cross-border platform deployments. Workday brought Sana Self-Service Agent to Microsoft 365 Copilot in May 2026. Placing HR functions within established productivity software can reduce user adoption barriers.

Asia-Pacific is projected to grow at a 30.71% CAGR through 2031. Employers across India, China, and Southeast Asia are digitizing recruiting and employee services. India and China are developing products that reflect local languages and labor market conditions. Mobile-first candidate interactions support demand for multilingual conversational AI and efficient recruiting workflows.

Europe remains an important but compliance-shaped demand center. The EU AI Act treats many employment AI uses as high-risk, which increases the need for assessment, documentation, and human oversight. Leapsome introduced an AI recruiting and people management suite in 2026 that emphasizes GDPR-compliant and explainable AI agents. South America is developing from a smaller base, with Brazil and Argentina showing active demand. The Middle East has targeted potential through workforce nationalization programs, especially in Saudi Arabia and the UAE. Africa remains at an early stage, with South Africa and Egypt leading initial adoption.

1. Workday, Inc.
2. Oracle Corporation
3. SAP SE
4. Microsoft Corporation
5. Eightfold AI, Inc.
6. Phenom People, Inc.
7. iCIMS, Inc.
8. Beamery Ltd.
9. Gloat, Inc.
10. HireVue, Inc.
11. Paradox.ai, Inc.
12. Greenhouse Software, Inc.
13. Lever, Inc.
14. Textio, Inc.
15. SeekOut Inc.
16. Retain.ai Ltd.
17. Lattice, Inc.
18. ADP, Inc.
19. IBM Corporation
20. ServiceNow, Inc.

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Large Language Model Adoption in Enterprise HR SaaS
  • 4.2.2 Automation of High-Volume Hiring Workflows
  • 4.2.3 Conversational AI for Employee and Candidate Self-Service
  • 4.2.4 Skills-Based Workforce Planning and Internal Mobility
  • 4.2.5 Integration With Low-Code HR Tech Stacks
  • 4.2.6 Hyper-Personalized Candidate and Employee Content Generation
• 4.3 Market Restraints
  • 4.3.1 Data Privacy, Bias, and Fairness Concerns
  • 4.3.2 Limited HR-Specific Training Data Quality
  • 4.3.3 High Fine-Tuning and Governance Costs
  • 4.3.4 Intellectual Property and Content Ownership Ambiguity
• 4.4 Value Chain Analysis
• 4.5 Regulatory Landscape
• 4.6 Technological Outlook
• 4.7 Porter's Five Forces Analysis
  • 4.7.1 Threat of New Entrants
  • 4.7.2 Bargaining Power of Suppliers
  • 4.7.3 Bargaining Power of Buyers
  • 4.7.4 Threat of Substitutes
  • 4.7.5 Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Deployment Model
  • 5.1.1 Cloud
  • 5.1.2 On-Premises
  • 5.1.3 Hybrid
• 5.2 By HR Function
  • 5.2.1 Recruitment and Talent Acquisition
  • 5.2.2 Learning and Development
  • 5.2.3 Employee Engagement and Experience
  • 5.2.4 Performance Management
  • 5.2.5 HR Analytics and Workforce Planning
  • 5.2.6 Other HR Functions
• 5.3 By Organization Size
  • 5.3.1 Large Enterprises
  • 5.3.2 Small and Medium Enterprises
• 5.4 By End-Use Industry
  • 5.4.1 IT and Telecom
  • 5.4.2 BFSI
  • 5.4.3 Healthcare and Life Sciences
  • 5.4.4 Manufacturing
  • 5.4.5 Retail and E-commerce
  • 5.4.6 Other End-Use Industries
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Italy
    • 5.5.3.5 Spain
    • 5.5.3.6 Russia
    • 5.5.3.7 Rest of Europe
  • 5.5.4 Asia-Pacific
    • 5.5.4.1 China
    • 5.5.4.2 Japan
    • 5.5.4.3 India
    • 5.5.4.4 South Korea
    • 5.5.4.5 Australia
    • 5.5.4.6 Rest of Asia-Pacific
  • 5.5.5 Middle East
    • 5.5.5.1 Saudi Arabia
    • 5.5.5.2 United Arab Emirates
    • 5.5.5.3 Turkey
    • 5.5.5.4 Rest of Middle East
  • 5.5.6 Africa
    • 5.5.6.1 South Africa
    • 5.5.6.2 Egypt
    • 5.5.6.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments)
  • 6.4.1 Workday, Inc.
  • 6.4.2 Oracle Corporation
  • 6.4.3 SAP SE
  • 6.4.4 Microsoft Corporation
  • 6.4.5 Eightfold AI, Inc.
  • 6.4.6 Phenom People, Inc.
  • 6.4.7 iCIMS, Inc.
  • 6.4.8 Beamery Ltd.
  • 6.4.9 Gloat, Inc.
  • 6.4.10 HireVue, Inc.
  • 6.4.11 Paradox.ai, Inc.
  • 6.4.12 Greenhouse Software, Inc.
  • 6.4.13 Lever, Inc.
  • 6.4.14 Textio, Inc.
  • 6.4.15 SeekOut Inc.
  • 6.4.16 Retain.ai Ltd.
  • 6.4.17 Lattice, Inc.
  • 6.4.18 ADP, Inc.
  • 6.4.19 IBM Corporation
  • 6.4.20 ServiceNow, Inc.

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment