Reinventing Recruiting Through Artificial Intelligence

Udacity India
Nov 14, 2017 · 4 min read
‘Artificial Intelligence’ by Matthieu Bourel

Artificial Intelligence is the major transformer of today’s industries and businesses. Simply put, it’s the technology that uses algorithms to analyze vast amounts of data; or in other words, the technology we’ve all been excited about. Many of 2017’s businesses are using AI as an effective tool for their growth. In the networked digital era of today, it only seems right. Artificial intelligence is, according to Anuj Agrawal, “the new buzzword in the corporate world (…) With the massive presence of smart devices and the surge of Big Data, AI is the new battleground that is roiling multiple sectors. An example of an industry who has been importantly shook up by AI is the recruitment industry, given that the data-driven approach of artificial intelligence not only creates a cure for the weaknesses of recruitment, but also has the ability to deliver strong efficiency. With that in mind, there’s no doubt that the recruiter’s role will (or already has) drastically change(d).

1. Automating Resume Review and Candidate Screening

As almost 46% of recruiters consider that the most challenging part of their job is to identify the right candidates for a large applicant pool, AI is here to change the game by facilitating applicant vetting and matching candidates with jobs.

You may ask yourself: how does it work?

Algorithms use keyword matching (pretty much like Google uses Search Engine algorithms) to spot what is interesting or relevant to the information given. Keyword matching is useful when looking for specialized data. In the recruitment industry, this basically means that algorithms can identify the best available candidate for each job placement and vice versa. In fact, the idea of using algorithms in recruiting isn’t new. As early as 2010, Matt Biddulph was already writing about his machine-based approach to identifying technology talent. With this elaborated technology’s abilities, recruiters are better equipped to tackle massive amounts of information from resumes that would otherwise be piled up in hundreds… and maybe never even seen. Essentially, this is called ‘Candidate Screening’ or ‘Automated Resume Screening’. It is currently being used in today’s biggest job platforms. Particularly, artificial intelligence is improving the process for applicant/job matchmaking to a greater extent.

Although, AI doesn’t only facilitate matchmaking — it also enhances candidate engagement in a very powerful way.

2. Enhancing Candidate Engagement

“Candidate engagement is good for your candidates, good for your brand, and good for your business.” Mitesh Ashar, Vice President of Technical Product Management at Bullhorn

A majority of job applicants are so used to never hearing anything back after sending their resumes that not only discourages them as candidates, but also leads to affecting the company’s reputation in the long term. But thanks to artificial intelligence, recruiters now have the possibility to make it so much easier and reliable for job seekers to look and apply for placements — more than ever before. And in today’s candidate-driven market, attracting talents by improving the candidate experience remains essential. In fact, recruiters have to start treating candidates as customers. By doing so, it evidently means saving a huge amount of time, for both ends of the spectrum: Job seekers and recruiters will benefit from it equally.

In that sense, AI is revolutionary in matchmaking and candidate engagement. But let’s stop and think for a second, who is behind the magic?

3. Built by Humans for Humans

Some will argue that AI is inhumane… But at the end of the day, artificial intelligence is built by humans for humans. In other words, the algorithms are only as effective as the humans who develop them. Additionally, recruiting is a people’s industry. If AI is used in recruiting, it’s in order to facilitate human’s processes of finding valuable individuals…Algorithms have the ability to simplify candidate classification, surely, but that’s not what recruitment is only about. Once candidates have been identified, recruiters still have to take charge of the whole hiring process. To this day, only humans have the capability to reach out and have a conversation, learn about someone, feel their energy, understand what they enjoy, etc. No software is capable of doing that…yet. Essentially, AI is used to automate these banal tasks to allow recruiters to focus on their clients. So instead of finding people, recruiters can now focus on what they do best: recruiting people. Steve Levy, director of global sourcing at Indeed in Texas, once declared: “The evolutionary beauty behind these algorithms and ‘talent analysis’ is that they’ll actually enable sourcers and recruiters to be more human (…) and this will have a positive impact on hiring and retention.”

Artificial intelligence has the power to immensely change the recruiting industry, for better or for worse… We are only at the beginning of this ‘robotics’ era. Here’s to revolutionizing the core function of human resource management!

Digital Marketer at Jobable. Writes content on HR and career-related topics. Born in France, grew up in the US, UK, and Hong Kong. A Millennial who sees the world through a multi-cultural prism.

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