This research aims at finding out the effects of Artificial Intelligence (AI) in shaping Organizational Attractiveness with particular focus on the moderating role of Human Resources Management (HRM) Recruitment and Selection Practices. A quantitative research design was used in this study and the analysis of data involved Smart PLS for SEM. A total of 391 responses were obtained and used to test the hypotheses regarding the effects of AI and the degree of HRM practice on organizational attractiveness. It was found that AI has a positive and significant effect on organizational attractiveness. However, this relationship exists on condition that effective HRM recruitment and selection procedures are utilized. Thus, the use of intelligent technologies can be defined as one of the significant factors that contribute to the ability of organizations to be assessed as proper places to work. Thus, this research fills the gap in the yet emergent literature on the role of AI in HRM by identifying the mediation role of HRM practices in the association between AI and organizational attractiveness. The study provides relevant recommendations for companies interested in using AI to improve their talent management.