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Sector Roundup: Artificial Intelligence and the future of recruitment
Sector Roundup: Artificial Intelligence and the future of recruitment
Policy & Sectors 05th Dec 2018

During our recent Life Sciences sector meeting chaired by Ricky Martin, Managing Director of Hyper Recruitment Solutions, we looked at one of the most discussed topics in the recruitment industry, ‘AI in recruitment’, where we deep dived into the:

  • Current and future applications of AI in recruitment,
  • Opportunities and threats it might pose to the industry, and
  • How recruiters can stay ahead of their game with emerging tech

We were joined by AI experts Stuart Johnson from Bullhorn, Max Knupfer from EVA and Gary McKay from APPII.

AI will enhance – not destroy – recruiters’ jobs

Stuart Johnson kicked off his session discussing AI’s role in improving operational efficiencies. According to Johnson, ‘AI is the new electricity’, and organisations must leverage emerging technologies to better visualise data and enable recruiters to make informed decisions about candidate matching, and to streamline the recruitment process.

So, would AI destroy recruiters’ jobs? Absolutely not. A recruiter’s job is heavily reliant on abstractions and relationships. The application of AI in recruitment should be considered more as an enhancer rather than a disruptor and is pivotal to realising organisational efficiencies such as increased productivity and business agility.

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Using emerging tech to augment ‘value exchange conversations’ 

Max Knupfer’s definition of emerging tech is ‘using machines to do work that previously required human cognitive skills’. Knupfer demonstrated a % split of how a recruiter’s time is apportioned. While a recruiter should be spending more time on ‘value exchange conversations’, only 5% of their time is available for this activity as 95% of their time is spent on admin tasks, communications, data entry and searches.

The introduction of conversational interfaces (e.g. Chatbots) and marketing automation, should enable recruiters to streamline these functions, freeing more time for the value exchange conversations which are critical to business growth.    

Ricky Martin added: “Artificial Intelligence and new technologies are going to change the way that we do recruitment; the most important thing is to consider which businesses processes can benefit from this, and how you compliment traditional methods with the future. I am not saying make everything automated, however if you are not ahead of the game in some areas, your competition will be.”

The use of Blockchain in recruitment

Gary McKay talked about Blockchain, another emerging tech that will have a significant impact in the recruitment industry. McKay’s take on Blockchain’s application in recruitment looks at addressing the challenges recruiters face. With candidates lying about their work experience and qualifications, and wasteful background screening processes, Blockchain could be the ultimate solution that unifies everything from identity verification and background screening to contract exchange, onboarding and performance reporting.

To summarise...

Staying ahead of the game depends on how businesses embrace emerging technologies like AI, Blockchain and its peers to complement the traditional consultative approach recruitment businesses rely on to establish and nurture valuable business relationships.

Want to learn more about our Sector groups? Download our Sector guides here or contact us to learn how you can be part of our sector groups or join the next sector meeting. 

Greeshma Suresh
Greeshma Suresh - Marketing Manager


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