Hiring Decisions Are Human Decisions: When It Comes to AI in Recruiting, Use Your Judgment

Sourcing talent isn't exactly like finding a needle in a haystack -- it is more comparable to panning for gold. Locating the treasure means sifting through many seemingly identical grains of sand to find the perfect hire. When it comes to resumes and candidate profiles, AI can do that sifting at scale, using preset parameters and key terms to surface positive matches from an otherwise unmanageable pile of candidates. By the time the pan gets to the recruiter's hands, the gold has already been separated out, and the recruiter can move more quickly to make further assessments. Video assessments can be useful in sourcing, but they only comprise one small piece of a rich set of AI features that can help staffing firms make positive matches. One practical application already in use is natural language search, which helps find best-fit candidates semantically by grouping like terms to allow recruiters to uncover candidates whose resumes and skills may not match exact search keywords. For example, a recruiter looking for a Java developer may want to see results that return related terms, such as J2EE, Java EE, or Jakarta EE, indicating specific skills within the original search. This kind of AI application serves the intent of a candidate search, rather than the letter.