New Age of Acquiring Talent: AI's Impact on the Candidate and Recruiter Relationship

Adam Shad, Sr. Vice President - National Delivery, Kforce Inc

Adam Shad, Sr. Vice President - National Delivery, Kforce Inc

Artificial intelligence (AI) has arrived in the recruiting landscape. According to Staffing Industry Analysts, 38 percent of all companies are currently using AI in recruitment, while 62 percent plan to use it by the end of 2018. Though we are just now beginning to fully understand the possibilities. Over the last decade in the staffing industry, I’ve watched technology evolve the way we do business as more sophisticated tools have emerged. In the new era of AI, we can anticipate an improved candidate and consultant experience while increased efficiency and productivity is realized by our delivery teams.

"Beyond identifying opportunities, candidates will experience far more frequent and consistent communication"

Forbes cites “ensuring best fit” as a major way AI will impact recruitment practices and we are already seeing this in action. Job seekers can expect unprecedented accessibility through use of things like automated chatbots, automated matches for job opportunities and predictive analytics on most appropriate fits. Career progression and opportunity growth for candidates and consultants will be fueled by a continued increase of information and transparency through these tools.

Beyond identifying opportunities, candidates will experience far more frequent and consistent communication. Applying to positions online has earned a bad rap as a “black hole” for resumes, but AI will ensure follow up on nearly every application. Job seekers can be kept informed in real-time on where they are in the recruitment process, something that simply isn’t possible for most recruiters who are receiving hundreds of applications. Communications will also be based on user preferences, based on research from Statista, in 2018 52.2 percent of all website traffic worldwide was generated through mobile phones. AI recruitment tools support the trend toward mobile usage with mobile-optimized and text message communications.

From the delivery lens, it’s important to remember that AI won’t take away from the role of recruiters, the human touch and relationships continue to be essential. What the technology will do is make the entire process more efficient. The days of a recruiter spending most of their time sourcing and identifying talent will be behind us. Tools like AI bots are constantly searching and using predictive analytics to match job seekers with the positions best suited for them. Then the bot can ask candidates basic pre-screening questions and schedule a phone interview on the recruiter’s schedule. When a recruiter starts their day, they will already have a slate of qualified candidates ready to speak to them.

There’s no doubt that this will change the role of the recruiter, but I believe it sets them up for more meaningful conversations when they do speak with a candidate which will create a better experience on both ends. The recruiter’s job becomes more relationship-driven where they are focused on building personal relationships with their talent and client to find the best match.

The opportunity in AI is the access to massive amounts of data and predictive analytics. The technology is able to review past wins and losses against market trends to make recommendations on the most appropriate strategies moving forward. Ultimately the client wins as a consumer, as they will acquire the right talent more efficiently with deeper insights than ever before.

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