Utilizing AI to Qualify Quantitative Search Results
Today’s search landscape has solved how we discover the data; now the question becomes, how do we make sense of it all?
The modern day hiring process is chock full of immediate and quantitative search results full of robust background information and experience across the world wide web. Companies such as LinkedIn and software like Bullhorn has mastered the ‘search result’ – giving recruiters innovative new tools to source relevant candidates for open requisitions. But this technology is limited in its scope, returning candidates based mostly on current job title and listed past experience. How is the recruiter to know how good the person is and how well they will fit into the hiring organization?
AI – UNEARTHING THE ‘DIAMOND IN THE HAYSTACK’
That’s where artificial intelligence is beginning to make its mark within the search industry. Recently, AI has been deployed to tackle a range of issues across many different industries. Within human resources, new startups (such as Leap.AI) believe artificial Intelligence can be used to help solve the age-old question: how do I find the best people for the best job? This is true even more so in the tech world, where there are so many similar resumes and experience; it’s tough within the vast search result to unearth the best candidates.
Companies, such as Leap.AI are creating efficient software that will be able to search through the ‘search results’ mapping individual skills, experience and interests to the demands and culture of employers. Their AI software aggregates all relevant data on the individual to create a more complete picture of the candidate.
AI is also using the process of reverse engineering to predict a potential candidate’s performance in the role and solving the matching problem by having each organization create algorithms customized to the unique needs of their culture, taking into account their individual definition of success. Utilizing this as a start point, software such as Skymind can help make sense of the mountains of search result data and return the candidate with the best ‘fit.’
“We’re excited to embrace artificial intelligence as the next best tool to use in the industry,” states Steve Aylsworth, founder and a managing partner at Tri-Search Recruiting. “LinkedIn offers a great sourcing tool but it also takes many manual hours of our staff to source through all of the search result data. With the implementation of new tools and methods of AI, we are able to more quickly align the true intention of the candidate, to the true intention of our client.”
AI – SHORTENING THE HIRING PROCESS
AI is also being used to shorten the hiring window itself. The healthcare industry utilizes AI for something called Survival Analysis which analyzes the time to an event, such as a patient’s expected time before recurrence of a disease, or a hospice patient’s expected time before death. HR flips the script and puts this AI to use in recruiting, analyzing the time for open jobs to fill (or for the open req to ‘die.’)
AI measures how difficult the open requisition will be to fill, based on historical data of similar job openings, companies and available candidates, allowing for better planning up front on how many resources a company should put towards a particular job search. Accuracy is also important, AI is able to evaluate the precision of the search, further pinpointing the best candidates for the job.
AI – FUTURISTIC, ROBOTIC WITHIN THE WORLD OF RECRUITING…
AI is also taking on a SIRI, Terminator, futuristic role as well in the recruiting world. Meet MYA, the newest job recruiting and application tool. MYA is an AI created by FirstJob to automate up to 75% of the recruiting process and she is about to revolutionize the talent pipeline.
MYA is the first fully automated recruiting assistant who is able to engage with potential candidates, can ask relevant questions based on the requisitions and is able to provide personalized updates and advice to the recruiter. Ultimately, MYA takes all the relevant data from the candidate and turns it into a fully realized, pertinent database return for the recruiter, saving the recruiter hours of manual labor and research.
The advent of AI into human resourcing is an exciting and fairly new event. It will be exciting to see just how far (and how helpful) this young, burgeoning technology will apply to sourcing jobs in the generations to come.