Artificial intelligence (AI) and machine learning (ML) have been all over the news as of late, and for good reason. AI and ML technologies are advancing at a phenomenal rate; according to the Artificial Intelligence Index 2017 Annual Report by Stanford University, the number of active U.S. startups developing AI systems has increased 14-fold since 2000.
Many are wondering how the continuing rapid advancements in AI technology will change how businesses operate. In particular, AI may revolutionize and redefine the recruiting and hiring process. We asked nine members of Forbes Human Resources Council to share the AI-related developments they’re most excited about.
1. More Accurate Candidate Matching
The ability to understand a CV beyond the words on the page, in order to achieve a better candidate fit, should be a human skill. However, AI is proving to be significantly better at this than even skilled, experienced recruiters. Improving this part of the process could leave more time for recruiters to coach and guide candidates and hiring managers, ultimately improving the recruiter experience. – Karla Reffold, BeecherMadden
2. A More Inclusive Workforce
The most exciting impact artificial intelligence can have on the recruiting and hiring process is eliminating unconscious bias when assessing candidates to provide a more diverse and inclusive workforce for an organization. – Sherry Martin, OmniTRAX
3. Fewer Administrative Tasks
Most HR professionals recognize that AI will never replace the human element in hiring. However, it will relieve some of the burden of handling administrative tasks such as sourcing, screening and conducting preliminary interviews. This will allow more time for hiring managers to build meaningful relationships with candidates, leading to a shorter time to fill and improved employee retention. – John Feldmann, Insperity
4. The Ability To Find Applicants Whose Skills Match Those Of Current Employees
One of the biggest challenges in recruiting is ensuring that the real requirements for success in the position are clearly understood and communicated so that the job posting targets the right candidates. AI could conceivably be used to compare the skills and behaviors of current successful incumbent employees with those of job seekers. – Joyce Maroney, Kronos Incorporated
5. Proactive Candidate Selection
I am very excited to see how AI helps augment a recruiter’s ability to find and engage candidates. Given the current job market, recruiting is more and more proactive. Finding great candidates when they are not catering a resume to your job description can be tough, but AI technologies can dramatically improve the efficiency of the proactive sourcing process. – Steven Jiang, Hiretual
6. Accelerated Times-To-Hire
Artificial intelligence is already a game-changer for employers and staffing firms that have deployed it, cutting time-to-qualify and overall time-to-hire by interacting with candidates to quickly ascertain their fit for a role in an engaging manner that works for them. As AI-driven recruiting becomes more sophisticated, employers will benefit greatly from even more accelerated times-to-hire. – Genine Wilson, Kelly Services
7. A Better Introduction To Applicants
I am truly excited about AI in recruiting. There are opportunities such as getting to know your candidates better and understanding what it is they desire from employment, and then matching that to what your hiring managers require or want. It adds more value and efficiency to the recruiting process and will make the candidate experience more enjoyable. – Adam Mellor, ONE Gas, Inc.
8. Easier Candidate Filtering And Tracking
Screening potential candidates can be tedious and time-consuming. However, I am excited about AI technology like Google Hire, which can help recruiters filter out candidates, keep track of candidates who previously applied at your company and match current applicants with the best-matching available positions. – Michele Markey, SkillPath
9. Staff Forecasting
If AI could take on looking at data for when companies need to hire — be it through KPIs involving productivity, volumes, turnover, labor hours and so on — HR could get to recruiting much faster than they can when working to identify when and how many new people to hire. By giving teams back the hours currently spent on deciding if, when and how many people they should hire, AI would streamline the process. – Sarah O’Neill – SHRM-SCP, Humano LLC