With the rise of artificial intelligence, the impact for the recruitment industry is a big question. The potential benefits are significant, for example, imagine a tool that can identify accurately which candidates would be the most likely to be hired, or just importantly, rejected. The recruiter armed with such a tool would be able to operate far more efficiently, in terms of putting forward people for interview and generate significantly greater fee income as a result. Now with AI tools becoming easier to integrate, forward thinking recruiters have an opportunity to steal a march on their competitors.

For internal recruiters, one of the biggest challenges businesses face is professionally responding to every applicant. Realistically, not everyone sending in their CV is going to be suitable to send to interview, equally it is estimated that over half of candidates don’t receive any communication from the company after applying for a job. Unfortunately, this has the ability to turn off people to the company permanently. Today they may not be a good fit, but who knows about tomorrow? AI powered chat-bots could act to fill the gap, giving people clarity as to whether or not their application is likely to proceed and why.

One place to start would be the Google cloud platform. Free to try, in principle one could train the system to make recommendations of suitable candidates on the basis of a full job specification, so scanning as many CVs an hour as you have available. Alternatively, check out mya, which has been designed with the recruitment industry in mind. Imagine a tool that could make each consultant three times more effective. What would that mean in your business?

Alternatively, imagine your CRM was configured so it not only had all the jobs you are instructed on but all the jobs at your clients that they never informed you of. An AI tool could, in theory, tell you which of the jobs your clients are not briefing you on, you have the best candidates for and should prioritise being instructed on. Similarly, if your environment was integrating companies house information, it could advise you on which of your clients are growing faster than the average and which as a result may be likely to recruit more as a result, thus shaping your business development strategy.

For people thinking of going down this path, there are some challenges to reflect on. For example, an AI tool is making calculations on the basis of the data it has available, so as a result, the analysis you get will depend on the consistency and quality of the data you have. Therefore for recruiters wanting to get into AI, first they need a CIO to implement standardisation of data capture and quality. The metaphor of what you put in dictates what you get out is apt at this point.

At Vacancysoft we specialise in capturing job market information, where every post we publish has been quality controlled and is provided to a standard format. For businesses interested in job market data beyond the instructions they get from clients, we can help, to enable faster growth and improve client management and candidate generation.

Over the last ten years Vacancysoft has worked with recruitment firms of all sizes to help them map out market activity in order to identify changes in demand. For more information about how we can help, please contact us.

 

Related Posts

Boosting employee engagement – Why should th... In a business where people are the product, arguably the priority for protecting profitability should be ensuring that your team is engaged. In the wo...
Why does Client Intelligence Matter? The traditional recruitment model is increasingly coming under question as internal recruiters come to the fore. Facilitated by the rise of tools such...