With AI, the resume black hole that a lot of candidates experience and complain about will be minimized significantly. With the help of AI, the best-qualified candidates can be captured without a recruiter, hiring manager, or other company individual making assumptions centered on gender, ethnicity, age, or any other generalizations – making it more of an even playing field for the candidate. “AI could look at a candidate through LinkedIn, social, and other data to help decide who is best-qualified for the job,” says Isacke. Related: The Definitive Guide to AI for RecruitingĪccording to this recent Business Insider article featuring Tracy Isacke, Silicon Valley Bank’s corporate relationship management team managing director, the company will be utilizing artificial intelligence to initially screen candidates in order to help prevent unconscious bias. So, from one recruiter to another (and trust me – I’m not an AI expert) – here are five ways AI can help you be a better and more productive recruiter in 2017. It’s there to save you time – making recruiting top talent into your organization easier and more efficient. AI is there to enable you to be a better talent partner to your internal and external hiring managers. However, the recruiters who choose to adapt to and embrace AI, and all its wonderful capabilities, will realize that it isn’t taking over the recruiting world.ĪI isn’t going to eliminate the need for recruiters, and you won’t lose your job to a bot. To be quite frank, AI scares a lot of recruiters. If you are in the recruiting industry and keep a tight pulse on technological advancements, you’ve probably seen a lot of information circulating on artificial intelligence (AI), machine learning, bots, and even the infamous death of recruitment posts that are out there.