4 Ways Artificial Intelligence can change the Recruitment Game

Since years, recruiters and talent acquisition experts have had to depend on archaic methods and “Boolean search” techniques when hunting for the best talents. This meant that recruitment professionals wasted endless hours on verifying the data and following up with potential candidates, who might not make the perfect fit for their organisations. Nevertheless, a breed of new-age and advanced technologies is changing the game of recruitment for HR and talent acquisition professionals.

There has been a downpour of cutting-edge tech trends in human resources such as Big Data, Deep Learning and Data Analytics, but one particular tech trend that is gaining a decent traction in the HR space is the use of Artificial Intelligence (AI) for recruitment and people management.

Does it mean death of the recruiter or the human touch from recruitment? No it certainly is not the end of recruiter. Pocket HCM provides a good picture of this imminent and fast catching trend.

     1. AI facilitates contextual-based search

One of the best-kept secrets to identifying the right candidate is to understand the employer’s context first. This is something that is not achievable via your Boolean searches or archaic candidate screening methods. For instance, recruitment patterns in an organisation that are highly preferred for a particular job profile, work experience of the candidates and competing employers, all form a perfect job hunt scene. Artificial Intelligence although in its embryonic stage is assisting employers and talent acquisition experts to tap in such dynamics.

     2. Analyses social footprints

Artificial Intelligence in order to acknowledge a candidate’s skillsets and expertise taps into several social websites on the World Wide Web. This is not only limited to social websites, but is extended to career portals, knowledge sharing websites, etc. where candidates tend to update details about projects that they were involved in. The data accumulated is then utilized for validating the skills as mentioned by the candidates to help employers in understanding the kind of projects the candidate was involved in, his/her level of dedication and engagement and what kind of opportunities would interest the candidate in the near future.

Should HR be worried about a candidate’s social media behaviour? Click here to find out.

     3. Helps find the right and passive candidates

Artificial Intelligence tools by helping to tap candidates with the right set of skills and experience help employers and recruiters to narrow the talent hunt. In addition, it helps to prioritize candidates within the talent pool itself. For example, AI would classify and prioritize candidates, who are willing to relocate for working with the company for long-term? It does it by putting-forth a preformatted set of questions to the candidates. This shall make it a lot easier for HR professionals to shortlist and screen interested candidates minus the clutter saving them time and efforts.

     4. Quality hires

Often, recruitment and HR experts look at the candidates-to-employees conversion ratios when it comes to measuring the success of a hiring campaign. With technology like Artificial Intelligence, the gap between identifying potential candidates who will take up the job is set to become narrow. Thus, the shift from quantity to quality recruits.


Even as big data and Artificial Intelligence tools and systems are providing upper hand to HR personnel when it comes to recruiting and managing workforce, it will be exciting to see how businesses embrace these tech trends over time. Simply put, as AI technology continues to evolve in future, there will be a growing demand for professionals with the required skill-sets to leverage its full prowess.

To learn how workforce data analytics can help you manage your employees more efficiently, contact us here. You can also give us a shout-out at Twitter and Facebook or write to us at sales@sagesoftware.co.in or simply SMS SAGE to 56767.


Disclaimer: All the information, views and opinions expressed in this blog are those of the authors and their respective web sources and in no way reflect the principles, views or objectives of Pocket HRMS.

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