The technological ecosystem is constantly evolving, and as it does, so do the various components of that ecosystem. As the world grows more decentralized and the power and proliferation of knowledge can equip the right persons with access to game-changing technology. In the worlds of industry and business, the incorporation of emerging tech can mean the difference between dominance and obsolescence. For recruiters, this concern is no different. In fact, in order to stay relevant in the eyes of enduring clients, one could make the case that staying alert to the most dynamic changes in recruiting industry technology could be vital for one’s continued success. As artificial intelligence buzz begins to catch the attention of some of the world’s largest industries, it may be time to consider the machine learning and AI recruiting future. We’ve researched three separate functions of artificial intelligence and machine learning to give insight as to the future of recruiting technology.
The Human Element
Perhaps one of the boldest and most prevalent adaptations, and perhaps the most likely to lay the bridge to the AI recruiting future, is HireVue’s video screening platform. This system is something akin to a video interview, except the candidate does not speak to a human but rather uses the video technology of their phone, tablet or computer to answer 11 questions. During this time, the A.I. component of the technology not only calculates given responses to the questions, but it also analyzes visual cues, recording and measuring them through a particular algorithm that places a compatibility score based on the interviewee’s facial behavior (looking down, smiling, staring away from the camera, etc.). This technology is used as a screening tool, filtering out candidates who do not meet a baseline score before they ever reach the recruiter.
The data scientists at Randstand Sourceright have announced the potential of an AI recruiting future built upon principles of the healthcare industries use of machine learning technologies, particularly a technique referred to as survival analysis. In healthcare, survival analysis technology is used to analyze given data and predict outcomes in relation to the likelihood of a patient’s recurrence of disease or even their death. Randstand Sourceright is looking to incorporate a similar format of machine learning technology to determine the survival of a job. With factors including company’s past hiring history, number of candidates, job market data and more, they hope to be able to determine how long a job opening may “survive.” With this information, recruiters can better determine the viability of a client and better estimate the timeframe of placement.
It’s not fair to speculate this much on the AI recruiting future and skip out on the most impactful, if not the most farfetched, possibility of machine learning and artificial intelligence on the recruiting industry. The full-service recruiting bot is a concept that may seem like some bogeyman, but recruiting platforms like Celectiv are actively working to launch technologies that combine talent-seeking tools with analytical tech like organizational psychology assessments. According to Greg Carrott, the founding company chairman, the goal of Celectiv is to create a single platform that identifies, assesses, recruits and retains talent. Celectiv looks to go a step or two beyond the initial assessment tools used by hundreds of companies to take the recruitment process from selection to placement.
The machine learning and AI recruiting future poses numerous questions. What is important is to remember that much like the major technological innovations in recruiting, little can be done to exist separate from them or avoid their effects. Survival will largely hinge on developing an understanding of the oncoming technologies. What is encouraging is that for the recruiters who adapt to these changes, they will likely find their operations increasing in functionality and efficiency. The AI recruiting future may be hazy, but it overwhelmingly seems bright.