When academic Kyle Brykman co-founded TalentFit, a tech startup that uses artificial intelligence and machine learning to match job applicants and …

The pandemic increased unemployment for several months, but finally, companies are seeing re-employment numbers going up fast again. While this is a positive sign, organizations need to have processes to handle the increased number of applicants the best way possible, especially for industries that had to let go of many employees, to recruit the best candidates. Employees are the company's most important asset, so hiring better is critical for your success. I interviewed Yves Lermusi, Chief Futurist at OutMatch, the leading AI-driven hiring platform, to discuss how AI will impact both recruiters and candidates' hiring experience. OutMatch helps leading companies boost talent acquisition performance and to deliver an engaging hiring experience for all.

Technology is becoming more and more important in corporate businesses as both an enabler for competitive advantage and a means to successfully reach sales goals and drive growth. In turn, this has increased executives' roles in the technology adoption process, specifically CFOs. In the accounting and finance worlds, companies are beginning to dip their toes into automation tools. While most organizations are open to automation, a select few are also beginning to explore artificial intelligence (AI) and machine learning (ML) capabilities. As part of CFO Alliance's Q2 Breakfast Roundtable Series, Xactly CFO Elizabeth Salomon participated in a Q&A to discuss the future of finance with technology and talent recruitment.

Machine intelligence startups are the black sheep of the startup world. The new kids on the block are challenging investors to do their technical homework and differentiate themselves in intentional ways. Y Combinator joined a growing list of investors offering exclusive services to these companies in a specialized AI track for its latest S17 batch of startups. In the competitive world of investing, Y Combinator has to work to convince top startups to apply to the program. Today, many startups that fit the bill are working to solve challenging AI problems.

You might say the folks at Ideal were victims of their own success. Co-founders Somen Mondal and Shaun Ricci's latest company grew from a challenge they faced in their first venture, inspection and safety compliance management programs. "We started the first company, Field ID, as two people working out of an attic, and grew to the point we were hiring two salespeople a week," Ideal CEO Mondal says. "We had all the classic HR nightmares: we would hire with bias and ignore résumé details. We had terrible recruiter efficiency and bad quality hires. It was so bad we knew that one of every two hires we made would likely be fired."

AI for recruiting is the application of artificial intelligence to the recruitment function that is designed to automate some part of the recruiting workflow, especially repetitive high-volume tasks. The main benefits of AI for recruiting include saving recruiters' time by automating high-volume tasks and improving quality of hire through standardized job matching. The major challenges of AI for recruiting include requiring a lot of data, the potential to learn human biases, and skepticism of new technology by HR professionals. The future applications of AI for recruiting are intelligent screening software that automates resume screening, recruiter chatbots that engage candidates in real-time, and digitized interviews that help assess a candidate's fit. AI for recruiting will change the recruiter role through augmented intelligence which will allow recruiters to become more proactive in their hiring, help determine a candidate's culture fit, and improve their relationships with hiring managers by using data to measure KPIs such as quality of hire.