Infographic: How AI helps Companies and Job Hunters Connect

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While recruiters and employers have always, and will always, need the human touch to hire the right candidates, software platforms are important tools for the process. Recruiting technology has led to significant improvements in capturing, identifying, and reviewing job candidates, and the next generation of technology will build upon these advancements. The series of infographics below, developed by our friends over at, defines some of the challenges for job seekers and employers, then explains how AI may alleviate or eliminate those challenges.

What sets artificial intelligence-powered programs apart from standard software? AI has the capacity to learn and adapt, and thus improve its performance and accuracy. These traits can allow AI to continue to improve how candidates and employers engage from initial meeting to final offer.

Finding Quality Talent

AI software can search candidate databases to determine ideal candidates for positions — even positions that are not yet vacant. In this way, AI can continually keep a company’s talent pipeline prepped for future job openings. Furthermore, candidates can rest assured that their resume isn’t sitting dormant in a database, but is an active part of ongoing recruiting efforts.

Interview Scheduling

Complicated and changing interview schedules can delay the hiring process if a recruiter struggles to match candidate and interviewer availabilities. AI-powered scheduling solutions can simplify the process by automatically identifying ideal times for the hiring team and candidates. The sooner a candidate can put the interview date on their calendar, the sooner they can start preparing in earnest for the interview process.

Resume Recommendations

Thanks to machine learning, AI’s capacity to learn and evolve is one of its most exciting features. Whereas an applicant tracking system may not realize that a “software architect” is often synonymous with “software engineer,” AI can be taught to understand new words and phrases. It can also learn to make connections as it interprets more and more resumes and receives human feedback on whether its recommendations are helpful or off course.

In this way, an AI program could efficiently and more accurately filter the 250 (on average) resumes a company receives for its job opening, then recommend only the top-quality candidates to an HR representative for review. AI may be less likely to overlook a great candidate who may not have used the most popular keywords.

Addressing Bias

AI also has the potential to address unconscious human bias in the initial filtering and talent selection process. For example, AI can be programmed to ignore and make no judgements based on an applicant’s name, gender, or age (which a human may deduce from length of work history or education dates).

Working with AI does take some focused attention and sensitivity. For example, if a company does not currently have a diverse workforce, or its machine learning is guided in an unintended direction, the AI algorithm may unintentionally search for or recommend only candidates that are similar to current employees of the company.


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