How Is Machine Learning Affecting IT Recruitment?

Tagged:Automation, IT recruitment
How Is Machine Learning Affecting IT Recruitment?

It is estimated that over half of businesses expect their hiring to increase significantly, even post Brexit. Does this mean the recruitment gap will be filled by automated recruitment? Will machine learning take my IT recruitment agency job away, and if not how is machine learning going to affect recruitment?

Why is Machine Learning/Artificial Intelligence so important anyway?

There are reasons. Good reasons. The main one is that machine learning can speed up and automate existing processes. Using algorithms AI is able to forge a path towards a future where customer needs are satisfied ahead of schedule, or before they become needs.

Where customer service is paramount to that goal (and that relationship between hiring manager and recruiter is our focus) it’s no wonder that machine learning is a technology being widely adopted in various forms to help achieve a better, quicker, more efficient recruitment process.

Machine Learning and the recruitment process

The golden fleece in recruitment must surely to be able to spot candidates before they even become candidates. And with machine learning it might be possible, poses Digitalist, to soon be able to tell everything about potential hires from not just their CVs but also from the available social data too.

This would include real personality data, values, interactions, likes and dislikes. Algorithms already do this on dating sites and recruitment works in a similar (albeit hopefully a more professional and objective) way. A sort of AI headhunting – not entirely unlike Terminator’s neural net-based artificial intelligence Skynet, only less genocidal.

Currently there is no overriding system that can take the place of the recruiter whose role it is to oversee all the tedious processes like finding a candidate, vetting a candidate, prepping a candidate, instilling enthusiasm in a candidate, and coordinating the whims and wishes of both candidate and hiring manager in order to get them in the same room at the same time for an interview. Yet.

However, there are a bunch of tools already in use that helps the recruiter identify, schedule and speed up searches, already either in beta testing or market ready.

Machine Learning & AI recruitment tools

Recruiting Tools highlights at least five AI tools that might be worth looking at either now or very soon.

One of them aiming to replicate what a recruiter can do is Arya, which uses AI technology to go beyond boolean search and actually analyse, replicate and learn recruiter patterns over time so it can begin making those decisions (based on historical and current data) and act on behalf of the recruiter moving candidates through the recruitment process.

Then there is Olivia, a recruitment assistant that uses text messaging interaction to help find, vet and qualify candidates for you. It’s aims are simple to, ‘reinvent the candidate experience’, although it seems a bit hopeful to think it can do this alone. Candidate experience is only achieved through, good communication, timely interaction, professionalism and above all integrity. But as a tool, there is a lot to be said for silently interacting and qualifying candidates politely while logging them into the system.

Other tools include:

Mya – Translates as My Recruiting Assistant. It is a chatbot recruiting assistant which communicates with candidates via email, Skype or text.

Pomato – Analyses CVs to find keywords and match criteria for IT candidates.

TextRecruit – Text, chat and funnel your candidates.

Is Machine Learning ready to replace the recruiter?

While most of the machine learning based recruitment tools mentioned seem to concentrate on the ‘chat’ aspect of recruitment, very few, it appears seem able to grasp one of the most fundamental features of the recruiter: To convince a hiring manager that a candidate is more than the sum of their CV or their Twitter profile and they do have the skill-set needed, despite it not being clearly apparent on their CV.

One of the key roles a recruiter has is to find candidates that haven’t already been contacted for the same role a many times before by many different agencies. Hiring managers want recruiters to find the candidates no one else can find, and for that recruiters need to be smarter and more diligent.

If there are AI tools that can help streamline other, time-consuming, processes in order for them to concentrate more time on finding the hard-to-find candidates, then AI is going to be a fantastic compliment to both internal and external recruiters.

But if finding candidates really was as simple as matching a CV to a vacancy then there would never have been the need for a Recruitment Industry in the first place.

Want to find out more about Machine Learning?

We have some excellent blogs exploring the history of ML, it’s real life applications and what we can expect in the future.

We also have a blog surrounding ML courses and books for beginners!

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