Recruiting Blog

Recruiting More Jobs: AI (Artificial Intelligence) Part 3

artificial intelligence is a growing field that is adding jobs at a rapid pace. Recruiting is accelerating for engineers, scientists, R&D (Research and Development), IT (Information Technology) and technical manufacturing talent for job candidates both: a) directly in artificial intelligence and b) indirectly in peripheral fields influenced by AI including Big Data, IoT (Internet of Things) and robotics. For example AI technology now being used for recruiting candidates and managing workers.

Artificial intelligence is omnipresent including enabling both: a) a navigation app to help you find the most efficient route to your destination and b) an online store to recommend products based upon your last purchase. Now AI is changing the way managers perform their jobs including recruiting. This includes who gets recruited, how candidates are evaluated and who gets promoted and why? Jack Ma even predicted engineering future AI technology into a robot CEO that will run your company! This third of four parts will explore these issues as artificial intelligence invades the workplace.

Artificial Intelligence Recruiting Is Accelerating!

Strategic Search Corporation recruiters have reported accelerated recruiting in both a) direct artificial intelligence industries and b) clients on the periphery of AI such as Big Data, IoT (Internet of Things) and robotics for over one year! This includes engineers, scientists, R&D (Research and Development), IT (Information Technology) and technical manufacturing job candidates. This has pointed to many companies increasing their uses of artificial intelligence, including for both work and business related AI applications.

3 Trend Setting Artificial Intelligence Recruitment Tools!

Recruiting departments are increasingly using AI for personnel management. Artificial intelligence software is being used for both: a) uncovering the most promising resumes among a sea of job candidates and b) increasing the recruiting pool to recruit a more diverse population of candidates than would have been possible without using AI. I will share three cutting edge examples.

First, SAP is Beta testing Resume Matcher software, which can read Wikipedia entries to understand job descriptions and related skills. It then correlates what it learned with tens of thousands of candidate resumes to rank order candidates by skills and education for a given job description. This is important because according to SAP Chief Innovation Officer, Juergen Mueller, “recruiters spend 60% of their time reading resumes.”

Second, Entelo has developed another artificial intelligence recruitment approach. Instead of waiting for candidates to answer a job advertisement, their technology takes an active approach to staffing. It combs the Internet for public information on individual candidates (300 million candidates so far) and offers a web app that allows recruiters to recruit passive candidates who may not be actively looking for a new job, but can fit your job requirements.

Third, Veriato has developed AI software that logs virtually all transactions on an employee’s computer in order to monitor their work habits. This includes web browsing, e-mail, chat, keystrokes, document and app use. It stores it for 30 days on the customer’s server to ensure privacy. The system also sends out metadata, such as dates and times when messages were sent, to Veriato’s internal server for analysis. Then this artificial intelligence system, using Big Data and data analysis techniques, determines a baseline and computes anomalies that may point to poor worker productivity (e.g. too many hours spent shopping online instead of working), malicious activities (e.g. repeated failed password entries) or the candidate’s intentions to find another job.

Report By McKinsey: AI, Jobs and Workforce Automation

Top management consulting firm McKinsey & Co. has even developed a report that outlines the variety of work, talent and staffing challenges posed by AI. They share that on a technology level, artificial intelligence and machine learning is complicated to develop and demands rich data sets to produce meaningful results. They go on to say that from a business perspective, many business leaders have difficulty figuring out where to apply AI and even how to start the machine intelligence journey.

Making matters worse, the constant drumbeat of AI hype from every technology vendor has created a continual barrage of noise confuses executives about the real possibilities of AI in the workplace. That’s why you need to take special steps to separate the wheat from the chaff when considering any new technology adoption including artificial intelligence.

Final Of Four Artificial Intelligence Series!

The workplace is just another example of the growing numbers of AI applications that are currently changing the world. With the final part of this four part series, I will discuss the need for and steps to take in hiring a Chief Artificial Intelligence Officer (CAIO) in order to fully harness the power of AI for your company and industry. I hope you enjoy.

Engineering, technical, R&D recruiting experts

1 Comment

Michael Mackaplow

April 30, 2017 at 2:33 pm

RE: Resume screening. I’m concerned that AI favors people who “load up” there resumes with keywords and/or exaggerate achievements — more so that “human screening” will. Hence, I still see a strong role for “individual screening and matching”, that a service like Strategic Search provides. This is better able to determine personality match, honesty, and other things that I think are important for job matching.

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