Artificial Intelligence And Recruiting: A Candidate's Perspective Posted on : Jun 22 - 2018

Tom, a recent job candidate, had no idea how prevalent artificial intelligence (AI) had become until he was deep into his job search. Even though he wondered at times what he could do to get his résumé in front of more live hiring leaders, bots that he had encountered were making the application process faster and surprisingly fun.

It's great news for employers, as HR experts are constantly looking for new technology to increase productivity and improve the candidate experience. According to a Korn Ferry Global survey, of the nearly 800 HR professionals surveyed, 63% said that AI has already changed the way recruiting is done today. AI streamlines the recruiting process by automating high-volume and often time-consuming tasks, such as candidate sourcing, applicant screening and interview scheduling.

Let’s take a look at a few successful AI implementations and see how job seekers can keep up with evolving technology.

How AI Is Transforming The Recruiting Process

By automating processes such as candidate sourcing, AI can double recruiters’ efforts by scouring the internet for promising candidates while the recruiter focuses on other tasks.

In a recent AI recruiting webinar I attended, participants were introduced to Arya, a sourcing app that uses machine learning to identify the patterns of successful employees and draws potential candidates out of the millions of online profiles by applying this algorithm to a company’s existing résumé database and beyond. Arya adapts and learns based on the performance of new hires by analyzing data like performance reviews, turnover rates and the timing and frequency of promotions. It could significantly reduce the time it takes to identify top candidates.

AI can also save time and engage during the application process with automated assistants or chatbots, apps that simulate human conversations through text boxes or voice commands.

Tom had a fascinating experience with one of his interview "schedulers." He hit a dead end when he received a broken link to an application form, so he chatted online with a scheduler named "Alex" at 11 p.m. Tom received a reply instantly: “Oh my goodness. I’m sorry about that. Here is a new link for you. Please let me know if it does not work.” Tom was surprised by how human-like the message sounded and, more importantly, was grateful to have the link that same night instead of having to wait for a reply.

All these innovations can help identify and attract great talent.

But while this all sounds like a win for companies, what does it mean for candidates? What can people in today’s job market do to increase their chances of being "discovered" by AI apps and land a great job? View More