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