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AI in 2018

AI in 2018
So AI was big news in recruitment last year… it seemed to be the future , the way forward, a threat, a challenge… the new (exciting?)unknown quantity… a way of removing the intangible elements of personnel recruiting by applying algorithms that had no “human” bias..
 
But fast forward almost to March 2018 and has much actually changed?
The short answer is No.
 
AI is still a hugely hot potato – sparking lots of debate around uses and gains. But like all new technologies there is an uptake period.
Most of us can remember the days of 80s shoulder pads and brick sized mobile phones. Back then the thought of a paperless office would have sent us running for the carbon copy sheets in fear of our lives.. but here we are in 2018 and most of us run of lives through our “bricks”.
What started out as a cumbersome device – and tied in nicely with a personal organiser (gotta love a rolladex!) – is now – our comms, diary and camera are all neatly packaged into a smartphone that even pre-empts what we need and want practically before we know it ourselves.
So the change can – and does – happen.
 
Using AI in recruitment would seem to be merely the next logical step on from this. But its a biggie and quite frankly to a lot of us – its still a mystery.
I can think back to a previous career where we finally moved to a digital CRM system – depsite the fact that we now avoided the post office queues on a Saturday morning – most of us found cause to complain about the new computer and how tricky it was to manipulate. Humans are habit based creatures – and we find it tricky to embrace change – especially when the change is a “robot” trying to take your job. There is more “fear”in recruitment than a lot of other industries – as whilst an algorithmic approach makes practical sense – it threatens the “nouse” of a good recruiter – who doesn’t always apply the rules, yet frequently can search out candidates using plain old fashioned experience.
Its also expensive. Smaller companies who have the ability to implement change faster don’t have the budget – and larger companies who do have the budget are still struggling to move the cultural shift fast enough. A lot of these have AI technologies in place already, yet are barely scratching the surface of its functionality. If your employees have “rage against the machine” for potentially taking their jobs – its difficult to encourage them to take the time to fully explore how the  use of AI could infact improve performance. And so a vicious cycle starts..
 
The use of AI in recruitment is going to become mainstream– but just quite yet. It has huge potential to reduce bias and improve both the candidate and the recruiter experiences. But as an industry we aren’t quite ready for the rise of the machine.
 
So where WILL we go in 2018?
 
Well try 2 other words:  Blockchain and Growth Hacking.
 
Blockchain technology promises a more secure and verifiable method of “screening” candidates.. this should in theory speed up recruiting / validating / onboarding – and take a lot of the “human gut feel element” away.. a move towards fully embracing the world of AI that is to come?
The idea of “growth hacking” in the meantime also is step towards moving the human side of the business forward. Using marketing to look at clever hacks to utilise creativity , analytics and social metrics to move the business on. This does still tie into moving to an AI world as the growth hacks that include more data driven recruitment ties in very nicely to what the AI technologies can offer.
Recruiters are increasingly under pressure to find the best possible candidate within the shortest possible time. Recruitment growth hacking can simply be utilising technology, shortcuts and new ideas to save time by removing or automating low-value actions so you can focus on the high-value returns that help you find and hire the right people for your business.
Growth hacking is cheap – its quick. No extra budget is required. It streamlines your work place and helps your employees feel value as they are directly involved in upskilling themselves. It will improve recruiters skills which will knock onto an improved candidate experience.
Add that to more use of blockchain technology and we will all become more ready and comfortable to move to a more data driven validated recruitment experience.
So that when AI becomes mainstream – it will no longer be the threat to job security that it still can be seen as – and more an extension and support of existing organisations.
 
AI? The future of Recruitment?  Maybe next year!

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