Big data and the recruiting process

This article was inspired and sourced from an amazing article by Nicolas Babin . One of 200 thought leaders to follow in 2021. Here is the source https://www.linkedin.com/pulse/artificial-intelligence-recruitment-two-peas-pod-nicolas-babin

People are the most important part of your business and AI can ensure the right candidate is recruited for the right job. 

When recruiting how do you know that  your new employee will fit within your company culture, create value and stay for the long term?

Matching all your requirements (business and human) is key - and big data will play a big part in getting that information.

Velocity, value, volume, variety and varsity of data (the 5 Vs of Big Data) are key to the recruitment process . Once the data lake is organized you will be able to collect all data formats. From emails to photos, videos, text, numbers, maps, CRMs, real time information, social networks, NLP, facial recognition, AR, VR, MR… all data formats will be collected and analyzed.

Algorithms will be able to cross-refence all information on all platforms and in all formats.

1.       Sourcing information 

Much of the information will be found n social networks - where you will be able to automatically cross reference information from a CV that will be scanned and analyzed in order to ensure that it tells the truth about the candidate’s experience. 

An AI algorithm will be able to source and analyze hundreds of millions of profiles. This is obviously something a human would not be able to do. 

AI is about human augmented and here the mundane task to source and check is taken care of as well as the communication with candidates whilst the process is ongoing. This will ensure engagement from all.

2.      The screening process will improve. 

You will be able to  identify valuable candidates based on your criteria, Candidate ranking will be more efficient. Facial recognition will ensure that you are talking to the right candidate and false identity will then be a problem of the past.

3.      Candidate experience will be matched to your own needs. Finding someone with 5 to 10 years’ experience with strong skills, network and know-how will become an easy task because the variety and varsity of data will allow detailed and precise analysis and extract of data. 

For example - If you are looking for longer service you can exclude candidates who changes jobs every 3 years and you will be able to predict and offer something new before he/she reaches that critical timing.

4.      Checking references will be simpler. Your AI algorithm will use all types of data available. It will be able to cross reference people and build a network with starfish type of connections. You will then either contact their references, if possible, or check what has been written or said on social networks and make your own opinion.

5.      Once all these steps have been completed, the legal aspect will become automated. The legal team will have all data available automatically gathered during the recruitment process. Contracts will take into consideration all information discussed during the recruiting process and will be written with human input to ensure it matches all legal requirements.

AI will not replace but augment the process 

AI will not be used to replace human interaction but augment it, as in all recruiting process it is essential that empathy, values and human behaviors will be the differentiators. 

AI and recruiting – two peas in a pod for the benefit of companies and candidates.