Artificial Intelligence: The Robots Are Now Recruiting

Artificial intelligence has enormous potential when it comes to recruiting, not to cut jobs, but to accelerate hiring, remove manual tasks and make recruiters far more productive. To illustrate this effectively, we’re borrowing Tim Urban’s beautiful method of visualizing productivity:

Assuming that most people sleep 7-8 hours per night, Urban theorizes that everyone has roughly 1,000 minutes each day to “spend”. These 1,000 minutes can be split into 100 “10-minute blocks” of time. For most people, roughly half of these blocks will be spent working.

Take a critical look at the image below – how many of your “work” blocks are currently wasted? How many of these blocks could your team get back if data entry, admin and “busy-work” took care of itself..?

How much better could you use your blocks to hit KPIs and hiring targets? How would your approach to candidate interactions change if you could devote more “blocks” to engaging with people?

Saving time is only the tip of the iceberg though, there is plenty that technology can do to make you more effective.

From sending follow up emails automatically, to contacting candidates when relevant roles open up, to notifying your team when candidates are actively job-hunting, automation can engage talent for you without you ever lifting a finger.

The opportunity to treat candidates right…

Consumer marketing has spoiled us. We’ve become accustomed to an insane level of personalization. Whether it’s the “recommendations” that Amazon sends us when we’re thinking about what to buy, or the service we expect in a nice restaurant.

When we apply for a job though, more often than not, our CV ends up in some kind of black hole and we never hear back. Recruiting teams don’t have the resources of marketers though. They haven’t had the tools to give every candidate a unique experience, and do it at scale.

Automation, artificial intelligence, they’re just the first step. Companies need software that helps them build relationships with candidates instead of collecting resumes.