What's the biggest thing in recruiting right now? Same thing it's always been: Getting the best people in the right seats quickly and at a reasonable cost. Not so sexy, is it?

That said, the biggest technology being hailed as the means to achieve the above outcome is recruiting AI (Artificial Intelligence). AI spans from virtual bots that can interact with candidates and answer basic questions or facilitate access to resources to systems that can pour through huge amounts of data to predict likely candidate behavior or candidate readiness for a specific role. And there is a lot in between.Double exposure of businessman hand points human resources, CRM and social media as concept.jpeg

Having been in the HR tech space for decades, we have seen the promise of AI accelerate from something no one thought would transpire in our lifetime to an inevitable force. The reason? Data and processing speed. It used to be thought by experts that the onramp to true AI was the ability to replicate human thought patterns – a horizon that still eludes us in the foreseeable future.

The innovation that is currently driving AI in recruiting, and beyond, is a shift that leverages a system's ability to analyze staggering amounts of data in nano seconds. Forget human logic. If a system can analyze trillions of megabytes of data and recognize patterns in the blink of an eye, who needs sentient intelligence? Today's AI is all about a brand of good old-fashioned brute force information throughput that was impossible a decade ago.

So enough of the computer science. How does this affect recruiting?


This is the low hanging fruit of recruiting AI. You've all experienced it in the customer service industry. "I'm sorry, I didn't catch that. Say, 'I want to pay my bill,' 'book a flight'..." It's all about using logic trees to answer basic questions, route inquiries and the like, using chat, voice, SMS, etc. So when your HR tech vendor tells you they're using AI, don't get too excited.

But true bot technology can be extremely powerful. More so than the phone example. And fully developed bot technology can learn from its interactions to be more accurate in its prescriptions and more natural in its interactions. The term machine learning is often coupled with AI. It's the ability for a system to map transactions back to a data set, recognize any patterns, and adjust its outcomes based on those patterns. Machine learning is a big part of AI. A subset of AI.

Stay tuned. Bots are coming. But be warned, make sure that phone tree logic isn't being repackaged as AI as you evaluate solutions. And also understand that bots need LOTS of data to power any machine-learned intelligence.

Predictive Analytics

If you're like most recruiting pros, you're getting analytics from every angle. From your career site traffic to your ATS hiring effectiveness to your job ad performance and beyond.

Predictive analyticsis all about taking that data (and more), identifying patterns that could lead to greater efficiencies or better outcomes, and then alerting you to these patterns before you undertake a task.

Predictive analytics can do everything from matching candidates to a role, to recommending which job boards will perform better by location, role, etc., to predicting the length of time a hire will stay with your company and beyond.

The possibilities are endless.

Google Cloud Jobs API

Google's Cloud Jobs API is one high profile example of recruiting AI. It matches ONET's vast library of job titles and skills to candidate resumes and seeks to provide smart, AI-based search technology that continually improves its ability to match broad job titles and skills in resumes and search terms to the appropriate jobs for such titles/skills. The API will be adopted by many recruiting tech vendors when it matures.Request Demo

Cloud Jobs API is in its infant stages, but promises to let machines fix a big problem in recruiting: matching candidates to jobs. It's good to understand that in this time when tech vendors are touting the power of their AI-based, machine learning technology, that the full force of Google's innovation juggernaut is still just scratching the surface of a basic AI task like matching jobs to candidates.

The Recruiting AI Hype Cycle

So as you begin to understand what recruiting AI is, and what to expect from it, keep in mind that the hype will precede the promise, as it always does in tech. What begins as overhyped and underdelivered capability will soon blossom into to truly useful and transformational technology.

For now, the key is to recognize the hype and plan for the transformation. 

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