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CAN AI SOLVE YOUR HIRING PROBLEMS?
Tom Taulli
Former Contributor
Opinions expressed by Forbes Contributors are their own.
I write about tech & finance.
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Jun 11, 2021,09:12pm EDT|
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In April, the number of job openings hit a record 9.3 million, according to data
from the Labor Department. With the pandemic fading away, there has been a
scramble to hire new employees and this has become a major challenge for
companies.
So then can AI (Artificial Intelligence) help out? Well, it definitely can. The
irony is that many companies are using the technology—and don’t even realize
it! The reason is that AI is built into the top online job sites.
“For example, when you type in a search for a job title, say with the phrase
‘job manager,’ the LinkedIn engine will not only look for the title itself, but
also people with relevant skills like time management, team coordination, risk
assessment and so on,” said Sakshi Jain, who is the Engineering Manager on
LinkedIn’s Responsible AI team. “This means that a recruiter gets more results
than just the people who already have the exact title or role.”
PROMOTED
One of the key powers of AI is that it can detect complex patterns in huge data
sets. In a way, this can simulate the capabilities of a recruiter. And this is
definitely important when it comes to finding passive job candidates.
“In a study we recently published, 74% of talent leaders told us they’ve
increased outreach to passive candidates in the past year,” said Hari Kolam, who
is the CEO of Findem. “AI greatly speeds up the passive recruiting process–one
where it can take upward of ten hours to fill a single role. It can index and
surface information on people from hundreds of sources as passive candidates
typically aren’t on job or career sites, and many people tend to only include
piecemeal information on their LinkedIn and other profiles.”
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AI can also help with personalization. This can be a good way to create a good
first impression with candidates.
“Currently, there are many hiring workflows that are incredibly inefficient,
including the scheduling of interviews and follow-up emails for candidates,”
said Vivek Ravisankar, who is the CEO of HackerRank. “With the use of automated
scheduling and email follow-ups, AI can help free up valuable time and solve the
major pain point of extensive back-and-forth coordination with candidates and
interviewers.”
Yet AI is not without its risks. After all, there is inherent bias in datasets
and this can result in outcomes that are unfair and discriminatory.
“AI-driven HR software that is using years old data on previous hires to
determine ideal candidates for job openings is a perfect example of where
algorithms can go wrong,” said Ingrid Burton, who is the Chief Marketing Officer
at Quantcast. “This is especially true in roles that have historically been
dominated by men, such as software engineers, which would risk the hiring
algorithm to arbitrarily exclude most women and minorities from advancing during
the hiring process.”
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To guard against this, there must be good governance as well as explainability
of the AI models. There also needs to be people in the loop for critical parts
of the process.
“It is never acceptable to set up an AI process and simply leave it to run,”
said Ian Cook, who is the Vice President of People Analytics at Visier. “While
there is no need to inspect every transaction or process run by the AI, there is
a need to constantly review the performance of the AI steps to ensure that the
outputs are in line with expectations. Validation, updating and retraining are
constant requirements of running any AI process.”
Tom (@ttaulli) is an advisor/board member to startups and the author of
Artificial Intelligence Basics: A Non-Technical Introduction, The Robotic
Process Automation Handbook: A Guide to Implementing RPA Systems and
Implementing AI Systems: Transform Your Business in 6 Steps. He also has
developed various online courses, such as for the COBOL and Python programming
languages.
Follow me on Twitter or LinkedIn. Check out my website or some of my other
work here.
Tom Taulli
Follow
Tom (@ttaulli) is the author of Artificial Intelligence Basics: A Non-Technical
Introduction ( https://amzn.to/2InAZeT) and The Robotic Process Automation
Handbook: A
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SHARE: LEVI CONLOW ON THE CHALLENGES THAT COME WITH A FAST GROWING COMPANY
LEVI CONLOW IS THE COFOUNDER AND CEO OF E-BIKE MAKER LECTRIC.
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