AI terms recruiters should understand

AI terms recruiters should understand

  • 30th May, 2017

Artificial Intelligence (AI) is a technology fast pervading all processes of an organization. Recruitment process is no different! As a recruiter, it is very important for you to understand various ways of using AI technology more efficiently, cost-effectively, and competitively.

To latch on to this trend, it is best for you to understand these terms and be at the crest of this technology wave.

Artificial Intelligence

Artificial Intelligence (AI) is a process to develop a computer system that is able to perform tasks as normal as human. For example, learning, planning, problem solving, and decision-making and so on.

It works on the basis of data, which is consumed as an input and produces an output. This output is treated as a solution to various types of problems. AI comprises of machine learning (e.g., Netflix), machine perceptions (e.g., Window’s Cortana), and robotics (e.g., self-driven cars)

AI can be used to automate the traditional ways of recruiting, such as defining workflows (the ones that are used repeatedly).

Recruitment Apps are using AI technology tools such as recruiter chatbots, digitalized interviews, automated resume screening.

Algorithm

Wikipedia defines algorithm as – “a self-contained step-by-step set of operations to be performed. Algorithms exist that perform calculation, data processing, and automated reasoning.”

This means that to solve a problem, you must input certain steps in a sequence to achieve the desired output.

The main challenge for an HR department is to select the most qualified candidate from a pile of profiles. Inputs will be the main keywords to be searched in the resumes to shortlist candidates meeting the required criteria.

An algorithm helps in identifying qualified candidates. But the procedure of identifying is different and unique. Here, algorithm is written to identify the data points that were linked to the best employees and get a list of competent candidates.

Sentiment Analysis

According to Wikipedia – “Sentiment analysis is the ability of a computer program to determine the subjective opinion, emotional state, or intended emotional effect of spoken or written word.”

This technique helps in identifying potentially biased language in job descriptions. For example, the program is developed and is fed with words such as ‘aggressive’ (which is considered as masculine-sounding) and ‘collaborative’ (which is considered as feminine-sounding).

The program can analyze the words used in job classifieds and suggest replacement words in order to solve the problem that these words might discourage female candidates from applying for the required job.

People Analytics

Refers to a procedure where data and data analysis techniques are used to be able to understand, improve, and optimize the people side of business.

Natural Language Processing

Natural language processing is the ability of a computer program to understand human speech as it is spoken or written. (http://searchcontentmanagement.techtarget.com/definition/natural-language-processing-NLP)

For example, recruitment automation technology is through AI chatbots that provides answers, feedback, and propositions to candidates in real-time.

Conclusion

With tech-enabled recruiting process, it is very important for the HR personnel to understand to understand the upcoming AI terms. Don’t wait for anything and start learning in depth about these terms and make yourself up-to-date.

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