Oct 10, 2018
If you used a search engine to find this post, you used AI. Artificial intelligence (and its close cousin, machine learning) is everywhere in our daily lives. For example, we use it to avoid traffic snarls during the morning rush, filter out spam from our inboxes, deposit checks without stopping by the bank …
… and yes, to recruit qualified talent.
The bots are coming HERE.
In recent years, AI has gained a firm foothold in the recruiting landscape:
And that’s just the tip of the iceberg. AI’s impact is already undeniable; the big question is: How will it affect recruiting in the next few years?
Before we go any further, relax. Artificial intelligence is designed to make you better at your job – not replace you. So don’t be threatened by it; embrace it! Here are a few ways artificial intelligence will help you deliver extraordinary results for your clients (and ensure a healthy bottom line for your firm) in the years to come:
Before the Application: Finding and Attracting Candidates
Job posting placement. Programmatic advertising leverages rules-based bidding for job postings to:
In the next few years, I expect a proliferation of tools and platforms for maximizing job board spend. Staffing and recruiting professionals that cling to old-school, trial-and-error methods for advertising jobs will be left in the dust.
Recruiting bias. Recruiters will use language analysis tools not only to drive response to job postings, but to improve the quality of candidate diversity. As data and predictive analytics continue to evolve, their value in eliminating recruiting bias will increase.
Recruitment content marketing. Every day, humans use search engines to find employment opportunities, staffing agencies, executive recruiters, and more. Google RankBrain and other AI systems will reward agencies that ditch old keyword-stuffing strategies and post relevant, conversational content (on their website, blog, and job postings) with better search rankings.
Post Application: Sorting, Screening and Selecting Candidates
Resume sorting. We’ve been using technology to scan and filter resumes for years. In the near term, we’ll begin using AI to:
Candidate identification. ATS systems will become more intelligent, leveraging machine learning to move beyond basic keyword-matching – and taking a more holistic approach to identifying candidates with the right experience, technical, and soft skills for a given role.
Interviewing. Chatbots and similar tech will evolve to assume the labor-intensive aspects of initial candidate screening, posing personalized questions based on an individual’s resume and the available job. And in the not-too-distant future, we’ll likely see voice modulation and facial recognition technology used to reduce bias, better interpret candidate behavior, and improve interviewing insights.
Staffing professionals who embrace these and other AI technologies will have decided recruiting advantages – sourcing and vetting job seekers faster, more cost-effectively, and with greater accuracy than their competitors.
NISA Call to Action
What do you think? We’re trying to create a future where people are more empowered; where they can work where they live and have access to economic opportunity. Milennials are a freelance generation. More and More businesses are going to the work from home option.