AI Recruitment Assistant: How Artificial Intelligence is Used in Recruiting

 

Uses of AI in Recruiting

 

If you have ever applied for a job and felt like your application went into outer space, you are not alone. In 2012, the Wall Street Journal (WSJ) reported that it would be “very hard to find a Fortune 500 company that didn’t use an Applicant Tracking System.” They also reported that these tracking systems were not foolproof, “one small error, such as listing the name of a former employer after the years worked there, instead of before, can ruin a great candidate’s chances.” Ouch.

 

Fortunately, Human Resources and Recruiting departments have embraced the newest technology as competition and demand for talent continues to increase. What does this mean for candidates? At first, it may all seem intimidating, especially given some of us still have our applications in outer space. However, this time around both candidates and employers stand to win. New technology is improving processes, finding the best talent, and most importantly, placing people in the best roles to succeed.

 

You may have heard about the technologies, but what you may not know is that they are becoming an integral part of your job search. Below we review some of the latest technology utilized in the recruiting process.

 

The Technologies:

 

Artificial Intelligence (ChatBots)

Artificial Intelligence (AI) is on the rise. A February 2019 article in Forbes reported that over 150,000 AI patents were filed since 2010, with Microsoft (who owns LinkedIn), leading the way. AI technology is more ubiquitous than we realize – Nest, Alexa, and Siri are all examples of AI. Similarly, a ChatBot, meant to simulate a conversation with a human, is also a form of AI and put to work in the recruiting process.

 

According to research done by Ernst & Young reporting in the WSJ, “about 23% of organizations are using some artificial intelligence said they were doing so in the human resources and recruiting domain.” These often come in the form of a ChatBot intended to help guide you through the process of applying. Startups like Olivia have begun to specialize in this space; learn more here.

 

Automation

The objective behind automation is to increase recruiter productivity. Automation is an effort to streamline and simplify a recruiter’s job tasks so they can focus on bigger, strategic organizational tasks. Although closely related; it is not to be confused with Artificial Intelligence.

 

Forbes reported in July of 2018 that “Employers are already adopting recruiting automation tools that do everything from source candidates to schedule interviews, screen applicants and even conduct background checks.” New tools utilize machine learning, a more dynamic option than the previous Applicant Tracking Systems. Instead, their objective is to get better continuously, changing and adapting with a goal of finding the right candidates.

 

Blockchain

Still being evaluated in the recruitment space, Blockchain has enormous potential. Amy Wright, an IBM managing partner of Talent & Transformation, indicated to the WSJ that blockchain “could be used to create a ledger system where data can be encrypted and unchangeable.” What are the implications of blockchain? Employers could use blockchain as an ultra-safe repository to store crucial information such as job history, employment verification, salary, and more.

 

Adding It All Up

What does all this mean for a job seeker? While any advancement in technology inherently brings with it a level of fear, there is an opportunity to take charge of the process.

 

Uses of AI in Recruiting

 

Understand the Technology Used in the Recruiting Process

If you are reviewing prospective companies, it may help to do some digging on how they recruit and hire. An article produced by Deloitte Consulting in the CIO Journal in the WSJ outlined Unilever, a global consumer product giant’s, recruiting and interview process, the technology involved is summarized below:

 

  1. Candidates complete a form from their LinkedIn
  2. They then play games (yes, games) developed by Pymetrics. These games “provide insight into problem-solving, personality, and communication style.”
  3. If selected, they then record a video interview using HireVue.
  4. Then an opportunity to experience a day at Unilever.

 

Keep Your LinkedIn Profile Polished and Up-to-Date

As we mentioned before, Microsoft has invested heavily in AI. Last Fall, LinkedIn began offering AI-Based solutions to businesses. Their clients can purchase services that source data from our LinkedIn profiles to help them make informed decisions, such as showing “how competitive the technology talent pool is in a specific location.” Other companies use AI to assist in sourcing data from LinkedIn to aggregate a profile of you before you even begin the interview process.

 

Keep an Open Mind

Remember employers don’t invest in this technology without expecting something in return. In this case, they want to find talent. KornFerry, a global consulting firm with an expertise in Human Resources and Recruiting, reports that Global labor shortages of 85.2 million skilled workers are projected by 2030. Employers are looking for you, don’t be intimidated by new technology, embrace it, and learn how to work with it.

 

Maria Gold is a Content Manager/Writer for Empire Resume. She is dedicated to helping educate people with the latest career articles and job search advice. When Maria is not working, she enjoys reading and spending quality time with her family.

 

See if if your resume is ready is optimized for AI with our free resume review!

 

Related Articles: