How can Artificial Intelligence Help Recruitment and HR?

3 minute read

Understanding the world of Artificial Intelligence (AI) is no mean feat. It’s a labyrinth of seemingly complex concepts and terminology, and for those of us who are not computer scientists, it’s baffling at best!

Yet, you probably know more about it than you think. AI is already in so many of the technologies that we use on a day-to-day basis, such a Google search, social media suggestions, voice to text apps and virtual assistants.

This post is intended to be a simple glossary to the major terms in the field of AI and an explanation of how AI applies to the world of recruitment and HR.

What is Artificial Intelligence?

Broadly speaking, Artificial Intelligence (AI) is the umbrella term for a machine that emulates human qualities, such as the ability to interpret images and other data or make informed decisions.

There are many categories within AI, such as Robotics, Machine Vision, or Natural Language Processing (NLP) systems like Alexa, that can recognise and respond to human speech.

AI applications have the overarching ability to learn and interpret unstructured data. This means that even though applications can’t predict what data they will receive, they can interpret the data they get and make intelligent decisions – using machine learning.

The capabilities of AI are limitless as there are an infinite number of algorithms that could be developed to learn to complete human tasks. The success of the AI application will depend on the success of the algorithms that enable it to make decisions and mimic human behaviour. Conversely, the success of the algorithms depends on the quality of the data they find i.e., In terms of recruitment, quality data would be recognised as a well optimised CV.

In HR and recruitment, AI can complete human tasks such as shortlisting candidates, building teams or headhunting. In the future it will increasingly assist with interviewing using video software that can interpret body language or assist with employee onboarding through AI powered smart helpdesks.

What is Machine Learning?

Machine learning refers to the nuts and bolts of the AI application. Machine learning gathers data, learns from the data and feeds the intelligence it learns from that data to the AI application, enabling it to mimic human behaviour.

Machine learning builds its intelligence from data that is drawn from different types of algorithms, without the need for constant human instruction.

The algorithms are all different and will be programmed and built with a very specific set of instructions of what each one should seek and interpret. They might search structured data, such as desirable skills from CVs on a database, or unstructured data such as audio, video, or email.  

In HR and recruitment, machine learning can be used to sift through vast numbers of CVs at speed, or to scroll databases for a deeper understanding of candidate’s research skills or broader professional profile. Once provided with data, the algorithm will quickly learn as it goes, refining and improving the business’s specific preferences and job parameters to come up with a shortlist of well-suited talent.

What is an Algorithm?

Algorithms are the building blocks of machine learning that consist of sequences of instructions that enable them to produce data without constant human input. They can be structured (simple) or unstructured (multi-layered and complex, known as deep learning), depending on the task they are required to do!

What is Deep Learning?

Deep learning is aspect of machine learning. It is an algorithm required to access the huge volumes of unstructured data available in the world. Unstructured data comes from files such as audio, text, images, video, or email that we produce on a massive scale. Deep learning algorithms that access this unstructured data can produce incredibly accurate searches and analyse the results.

Deep learning within recruitment is still in its infancy but ultimately will enable the recruiter to delve even deeper into potential talents’ data, no matter where or how it’s stored, to produce even better talent searches from anywhere in the world.

What does this mean for recruitment and HR?

Overall, it means exciting things are ahead! We are on the rise of a curve that will not only see AI powering instant talent recommendations, such as what we already do at 360Work, but being an integral part of the interview room, the onboarding process and part of the daily lives of every team.

For talent, it will mean doors opening to a world of opportunity. Especially those with well optimised CVs and an active and visible professional profile online.

For HR manager’s, it will free up hours of time currently spent recruiting, and mean smarter, more diverse recruitment processes and time to focus on the entirely different challenges of having a hybrid/ virtual workforce in place.

Here at 360Work we are committed to making sure our AI algorithms are ahead of the curve and we are working on some exciting new ventures ahead. We see the use of AI in recruitment as a positive and fruitful step, keeping costs down and access to untapped talent high!

How are you using AI in your HR and recruitment function? Is it something you have already embraced? How would you feel about using AI in an interview or to ease the workload of the important onboarding process?

7 months ago

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