Here are the five biggest breakthroughs in AI for recruiting in 2018
Ji-A Min 1861 Times 1153 People

The lack of skilled IT workers is hurting the deployment of emerging technology, according to a new survey from Gartner. In areas from cloud to cybersecurity, this crisis is expected to last for years to come.

AI or artificial intelligence is being used to improve or automate parts of the recruiting workflow, such as attraction (e.g., job descriptions), sourcing, screening, and messaging (e.g., chatbots).

The competitive labor market, increased hiring volume, and stagnant recruiter headcount means recruiters believe the most important trend to learn and understand is “sourcing tools and technology” according to SourceCon’s 2017 State Of Sourcing Survey.

1. Job postings: Technology that uses sentiment analysis helps recruiters identify potentially biased language and provides suggestions on creating job descriptions that attract a more diverse candidate pool.

2. Sourcing: AI in the form of machine learning sources qualified candidates online or within resume databases such as CareerBuilder for recruiters to follow up with.

3. Rediscovery: Similar to sourcing, recruiters are able to use AI that analyzes a job description and then searches their existing ATS database to rediscover candidates who applied for a prior role who fit the requirements of a current open req.

4. Resume screeningMachine Learning technology helps recruiters automate screening by learning what existing employees’ skills and other qualifications are and applying this knowledge to screen and grade new candidates from A to D.

5. Messaging: Recruiters are aided by chatbots that use natural language processing to collect information from candidates, ask screening questions, answer FAQs about the job, and schedule an interview. Information collected by the chatbot is then fed into an ATS or sent directly to a human recruiter to follow up.


About the Author

Ji-A Min head shot 2018

Ji-A Min is the Head Data Scientist at Ideal, AI recruiting software that automates time-consuming tasks such as sourcing, screening, and messaging. She has a Master’s in Industrial­-Organizational Psychology and her interests include data-based recruitment, HR tech, and diversity.


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