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Best Jobs You Don’t Need A Degree For
For years young people in the UK have been told they must get a degree to have a successful career. But there are severa...
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Programmatic advertising allows recruiters to place highly targeted adverts and job opportunities in front of a segmented audience, at the right time; AI captures a number of resources such as a person’s browsing history and online activity and uses it as data.
One development of AI in recruitment is that recruiters can now embrace the efficiency of online advertising that incorporates data and user activity targeting. Cookies are small pieces of data that follow a user, tracking their movement and acting as a unique ID; they already exist in some online technology. However, AI will plug the data of candidates that visit the career page, looking at their browsing history, spot phrases that they have typed in to Google and other websites then judge what type of advertisements they will receive.
Recruiters can use AI as a great tool for scouting the best talent that’s relevant to their job requirements. Additionally, AI can help grow the top of a recruiter’s funnel with qualified and interested candidates from different regions.
Currently, social media and job sites offer technology that recommends job vacancies based on your current and past work experience; however, AI offers expansion to this tool, making it possible to learn about a candidate’s interests and skills as well.
As a result, AI could have a positive effect on the skills shortage issues that surround a lot of engineering sectors. For example, by learning that a candidate is interested in other sectors, or understanding that a candidate has been studying and educating themselves in a different engineering space, a recruiter will be able to offer a variety of job roles based on what they want to do; these jobs may branch across several industries and be useful for roles that are difficult to fill.
Nevertheless, humans take unique circumstances and judgement calls into account when making decisions - something that artificial intelligence may never be able to do which may cause serious problems.
Developments of AI in recruitment allow tools to screen CV’s and filter qualified candidates. A common issue that recruiters face when screening CV’s is the difficulty to translate what skills have been gained when having read an unknown word or term. AI can help recruiters with this issue – not only can AI screen CV’s for keywords, but it can also translate and decode the meaning behind them, qualifying the candidate.
AI’s solutions can quickly and effectively compare prospective candidates to those who have proven to be talented in the past; allowing an opportunity for recruiters to find those best suited for jobs. Additionally, AI can find patterns - it is able to predict who will be a successful candidate to put forward to a client based off of data gained by candidates who have previously been successful.
Nevertheless, recruitment is a professional service that offers a candidate expert advice from employees that conduct expert candidate sourcing. AI removes the personal feature of recruitment, and arguably a skilled employee is able to communicate more efficiently and gain more information from a candidate than a computer.
AI-powered assistants – also known as chatbots – can now perform employee services, employee development coaching as well as recruitment.
Many companies already use chatbots as an initial form of contact and engagement with visitors on their website and social media channels. Regarding recruitment, chatbots can help reduce the amount of time it takes to hire a candidate and complete the application process. Additionally, recruiters can use chatbots to follow up with candidates that aren’t actively progressing with an application – again, reducing time spent on resources.
Chatbots are becoming more ubiquitous - fulfilling multiple purposes. Certain tools can decode a candidate’s response through Natural Language Processing, as well as ask questions to fill in gaps in a candidate’s CV. However, chatbots can be costly, time consuming to set up and are often disliked by users due to their emotionless tone.
Developments of AI in recruitment are now focussing on interviews and video recruiting. AI-driven platforms are now specialising in technical hiring; from asking dynamic questions, to expert evaluation, recording interviews, video conferencing and face/voice recognition.
Video interviews are being conducted regularly in recruitment due to the efficiency and time saved. However, recruitment companies that choose to use AI machine learning to verify applicants will be able to detect the following: strange behaviour including candidates regularly looking away from the screen (could indicate looking at cue cards), tone of voice (could indicate that they’re lying), stress level and body language.
Another development of AI in recruitment is elimination of bias from the recruitment process. Bias is a huge, ethical theme in the field of recruitment. Undeniably, everyone can be biased to some degree – but when it comes to recruiting the best possible candidate, it’s important to ensure that judgement doesn’t cloud the choice that’s made.
Data and predictive analytics produced by AI can make predictions on an applicant’s likelihood to succeed in the job they are applying for. Recruiting candidates will be based on criteria that is specific to the job and a company’s cultural requirements; AI and algorithms will be able to calculate a matching score for every candidate, eliminating bias.
Learn about ethical recruitment and what your business can be doing to stay compliant.
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