Everyone is looking for a more intuitive, personalized experience in everything we do. The best user experiences feel effortless, providing instant recommendations that give us what we need without forcing us to spend valuable time deciding on our preferences. Think of any light-touch, data-rich experience leading you to where you need to go, offering you something you did not anticipate or assisting you with the solution you were looking for. Although everyone is familiar with the experience, not all understand what goes behind the scenes to make it possible: artificial intelligence (AI). Artificial intelligence is the fuel that gives life to extraordinary user experiences.

Were you unable to attend Transform 2022? Check out all of the summit sessions in our on-demand library now! From what we buy to where we work, everyone is seeking a more intuitive, personalized experience surrounding all that we do. The best user experiences feel effortless, offering instant recommendations that give us what we want without requiring us to spend valuable time providing our preferences. Think of any light-touch, data-rich experience leading you where you need to go, offering you something you didn't know you needed or connecting you to the solution you were looking for.

Recruitment as a career is the epitome of the phrase "trying to find a needle in a haystack". Economic fluctuations, demand in a particular sector, an overabundance of graduates with a particular qualification – all of these things and more can lead to some jobs having hundreds – or even thousands – of applicants rushing for a single position when it crops up. With so many individuals competing for a dramatically smaller number of jobs, how do recruiters find ways to make their lives easier and their jobs more manageable? This is where artificial intelligence (AI) can play a role. In today's article, we'll take a look at the impact of AI on recruitment: its uses, pros, potential pitfalls and the future.

The pandemic has transformed how people work, forcing human resources leaders to bet on AI and other new technologies and processes that support a more adaptive, flexible, and fluid workforce. There have been "seismic shifts" in the way organizations operate, according to Sage's recent survey of 500 senior HR and people leaders. A third of the HR leaders said they are changing how they hire by building better candidate experiences for applicants, on-boarders, and new joiners and focusing on workforce experiences. While 24% of companies are currently using AI for recruitment, that number is expected to grow, with 56% reporting they plan to adopt AI in the next year. Sage's findings suggest a steady growth over the years, while Gartner's Artificial Intelligence Survey from March 2020 found that 17% of organizations used AI-based talent management systems in 2019.

Job descriptions and adverts should be a sales document to entice the very best talent to join your company. Unfortunately, the reality is, they can be pretty dry, vague and use too much in-company jargon. Using AI to create job descriptions can address these limitations by using more inclusive and appealing language which is understood by a broader audience. Once the job advert is placed, AI can provide ongoing feedback on the success of the job advert. By identifying the wording, phrasing and tone that works best, the advert can be amended to increase applications from the desired talent pool.

AI has expanded its grip on our lives throughout the past few years. Even as a global pandemic, COVID-19 has forced us to work from our homes, but still, AI-driven innovations continued to pour out from the smartest minds everywhere. AI and ML are continuing to make waves in the HR tech industry. Both the technologies are working together to eliminate bias and making work easier to manage through the automation of simple tasks and more. Here in this blog, I am sharing a few predictions for the specific AI techniques, tooling, apps, and platforms that will come to the forefront in the year to come.

"Congratulations, you have been selected for an interview for the professional minigamer position at Open Mind Corporation," a robotic voice announces over a blank screen. I will be guiding you through the interview. The whole process will take no more than 10 minutes. This is the start of An Interview With Alex, a dystopian online interactive experience taking viewers through a "job interview" conducted by an A.I. hiring manager--one that measures tone to score users on a "State of Mind Index." Carrie Sijia Wang, the multimedia artist behind the project, writes that her work is meant to "criticize the present by speculating about the future." But it's not that far off how your next job interview might look, if you're applying for high-volume, low-skilled roles (or even some high-skilled ones).

The Coronavirus has drastically reshaped the economy and the labor force. Since its rapid spread around the globe, we have experienced titanic shifts in how we work, where we work, and the technologies we use to stay connected. Such massive change is escalating the importance of HR's role within organizations. Workers are turning to their managers and their HR leaders, in particular, for guidance on how to navigate their "new normal" -- research indicates that 73% of workers depend on their employer for support in preparing for the future of work. Just as CFOs have greatly increased their scope since the 2008 financial crisis, CHRO's now have that same opportunity to become central C-suite players.

With artificial intelligence ruling the airwaves, there's more than a little talk around what all the advancements could mean for professionals. This is especially true in an industry like recruiting, where processes have traditionally been very human-focused. AI offers answers to the numerous challenges recruiters and hiring managers encounter, meanwhile, providing job seekers and applicants with a smoother and more enjoyable candidate experience. Unfortunately, though the technology introduces solutions to common hiring problems, AI is often misunderstood, especially by the very people who stand to gain the most: hiring teams. These misunderstandings have been leaving many HR and recruiting professionals fearful of AI's implications.

The traditional route in recruiting is posting a job, selecting candidates from a mountain of CVs, calling around to arrange interviews, it's the same process every time a job becomes available. When recruiting is done this way it's costly, it takes too much time, important information gets missed, good candidates get overlooked and the candidate experience can be poor. Recruiting in this way leaves too much room for error, one bad hire can cost a business thousands of pounds. AI will automate many tasks and reduce the workload for recruiting professionals as well as making the whole experience better for the candidate. Let's look at how AI can do that.