In his article, In 10 Years, Job Hunting will be Obsolete, Geoffrey James extrapolates from my quotes to raise serious concerns about privacy and transparency that should trouble us all. But he misses the point as it pertains to AI and big data in hiring—the type of data used, and whether it’s appropriate or not, isn’t inherent to the technology.
Much has been made recently of artificial intelligence (AI) taking over all aspects of the hiring process. Recruiters, AI is going to take your job! Chatbots are going to interview and select candidates. Oh my! The industry press is like a digital-age chicken little, proclaiming that the sky is coming down on talent acquisition professionals: you’re going to be replaced by artificial intelligence.
Why are Restless Bandit’s search algorithms results best in class? After all, don’t most Applicant Tracking Systems (ATS) provide native search functionality?
As a talent acquisition professional, you probably hear terms like algorithm, artificial intelligence (AI), and machine learning all the time—but what do they mean, exactly?
Corporate talent acquisition budgets keep shrinking, even as hiring managers demand more candidates, faster and cheaper. The game is changing—and our existing tools and strategies aren’t keeping up—but we continue to approach recruiting the same way.