Many companies use standardized assessment tests, such as behavioral and skills tests as part of the recruitment process. Several complementary techniques are used to assess the skill level of candidates. Indeed, it is necessary to verify a set of elements linked to knowledge, know-how, and interpersonal skills. Assessment and testing are predictive but do not measure the recruitment quality. Psychotechnical recruitment tests provide additional information compared to traditional assessment techniques. However, the results of studies carried out have demonstrated that despite the use of these techniques to improve the quality of the results of the recruitment process, the margins of error identified are still relevant. Today the development of technology and its use in management professions is proving to be useful. Technologies linked to AI could optimize the effort to be made and the result to be obtained in a recruitment process. To better study this issue, we conducted a study on the Moroccan market, and we targeted recruitment firms to assess the creation versus destruction of the steps of the recruitment process following the emergence of AI. The study is qualitative in nature, and is conducted by the administration of interview guides. The analysis of the results is developed by content analysis method. The main results of the study claim that the use of AI makes it possible to gain on the optimization of the time spent on a task. However, the main limitation is the consideration of the human variable in the process of deploying AI solutions.