Recruiter-less recruiting & talent acquisition bots?

In a recent post, Lou Adler writes of an existential threat to the recruiting industry: in a world of driverless cars, are recruiters next? Similarly, Mark Farmer calls into question the role of recruiters in a bot-crazy future. Here at Happie, we believe in a future where talent acquisition is re-humanized through technological advancement. Tech is helping humans connect faster than ever, and can help both hiring managers and candidates make faster, easier judgments on something that remains elusive to artificial intelligence: fit.

Can tech quantify “fit” for talent acquisition professionals?

While skills and experience are data points that can be easily normalized and quantified, values, verbal communication style and personality types (among other “soft” characteristics) are not as readily assessable by machine-learning bots—at least not yet.

Still, many of these characteristics – which we often lump together under a nebulous notion of fit – have an outsized impact on whether candidates get hired and companies get chosen. And how is fit sussed out? More often than not, the critical fit calls are made during in-person interviews — at the very end of the interview process.

Video Interviewing Platform | Explore Culture Fit, Fast | HappieThankfully, technologists are making it easier and faster than ever to simulate face-to-face interviews via video, enabling hiring teams to screen for fit earlier in the recruitment process. In a similar vein, technologists are also leveraging discernible data – like skills, location, compensation, availability and more – to algorithmically match candidates.

In the latter case, it’s Boolean searches and other methods of talent mining that are at a greater risk from a SkyNet of recruitment. But, as sourcing experts like Glen Cathey would likely attest, sourcing the right candidates is often as much an art as it is science. The importance of different variables used to identify the right candidates depends on varying needs across differing companies and individual reqs. While difficult, this problem isn’t technologically unsolvable.

Re-humanizing recruiting: using tech to make talent acquisition more human

So what does this all mean? Will the future be full of recruiter-less recruiting and talent acquisition bots? At worst, probably not for a long time.

At Happie, we’re using technology, ironically, to make the process more human. And we’re aiming to move talent acquisition processes from a database to face-to-face.

Later on in his article, Adler adds that, while the role of recruiters will change, “it will be less transactional and more advisory”. Now that’s a future we can get behind.

What role do you think bots and deeper forms of artificial intelligence will  play in the future of recruitment? We’d love to hear from you either in the comments below or on Twitter


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