Job adverts which use the words'ambition' and'drive' may deter women from applying. Stereotypically masculine job descriptions can leave women feeling'intimidated' and worried about facing a'boys' club', a study has found. When researchers removed'masculine' terms like entrepreneurial from an advert, they found the proportion of women applying increased by four per cent. Men who were not alpha male types were also more likely to go for the job. Dr Joyce He, who led the study from the University of California, Los Angeles, said: 'Changing the language of a job advert, which is such a small and cost-effective thing to do, could encourage women to apply and be more inclusive for everybody.

As Artificial Intelligence (AI) changes how businesses work, there is a growing need for people who can work in this sector. This paper investigates how well universities in United Kingdom offering courses in AI, prepare students for jobs in the real world. To gain insight into the differences between university curricula and industry demands we review the contents of taught courses and job advertisement portals. By using custom data scraping tools to gather information from job advertisements and university curricula, and frequency and Naive Bayes classifier analysis, this study will show exactly what skills industry is looking for. In this study we identified 12 skill categories that were used for mapping. The study showed that the university curriculum in the AI domain is well balanced in most technical skills, including Programming and Machine learning subjects, but have a gap in Data Science and Maths and Statistics skill categories.

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.

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.

Every recruitment leader I am working with right now is asking me about AI (artificial intelligence) and machine learning in recruitment technology. Equally, the recruitment marketers I mentor and coach are thinking about AI in marketing and how it can help them improve job adverts, and brand and sales. This blog is a speedy 3-minute read with 2 key takeaways for recruitment leaders and their marketers who want to understand how AI will affect recruitment. Recruitment and marketing need humans!" But I am extremely aware that AI and machine learning is starting to disrupt recruitment - at least it is disrupting the conversations, which often leads to a disruption of the job and the product. If it's disrupting my marketing mentoring and recruitment training sessions, it will be disrupting the calls that recruiters are making, and the meetings that marketers are having with their recruiters. I have been listening to Brad Geddes and his Podcast on Humans Vs Machines. Brad has been in paid search / for as long as you can pay for searches (1998) and has some great insight into AI and machine learning, and the role of humans in business. This podcast was a speedy listen, and made me think about 2 key takeaways for my recruitment and marketing. Is AI / machine learning going to replace humans (and in this I mean recruiters and recruitment marketers)? Brad makes a great point that computers are great at numbers and data crunching. I feel that the average recruiter and marketer have very little time to do this job – so, yay to computers! Humans are great at strategy, while computers are not going to nail this (yet!). But again, the marketers I mentor and the recruiters my team train often have little time for marketing strategy and recruitment strategy – both roles (at the moment) are fraught with a JFDI approach. BUT Brad makes a great point: when you link the two – when you link humans and computers... BINGO! "How can I link AI and my humans together?

Social skills and turning up to work on time are more important than your academic prowess, if a new study is to be believed. Experts looked at more than 21 million UK job adverts and found that less than one in five gave specific qualifications as a requirement for getting the position. Employers were more likely to give details of social qualifications, specific skills and cognitive abilities including organisational skills and time management. While the average student loan debt sits at nearly £35,000 ($28,000), the study revealed formal academic credentials play a relatively minor role in the job market. Social skills and turning up to work on time are more important than your academic prowess, if a new study is to be believed.

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.

It is common knowledge that machines are better than humans at certain tasks. Need someone to carry out repetitive work on an assembly line? Modern robots, computers and artificially intelligent machines are more than up to the task. Writing, however, is one role that has so far withstood the onslaught of AI. Luckily for some of us, where creativity is required, humans, for the time being at least, still maintain an advantage over machines.

Spotify is working on a line of "category defining" hardware products and is ready to start setting up the manufacturing process. The streaming music company intends to create a hardware category "akin to Pebble Watch, Amazon Echo, and Snap Spectacles", according to job adverts posted over the past year. One ad for a senior product manager, posted last April, called for an expert to "define the product requirements for internet connected hardware [and] the software that powers it". Today, a trio of job adverts (spotted by industry site MusicAlly) have been posted, seeking an "operations manager", "senior project manager: hardware production", and "project manager: hardware production and engineering" for the hardware. The first of those adverts states that "Spotify is on its way [to] creating its first physical products and set-up an operational organisation for manufacturing, supply chain, sales and marketing." The new hire would manage the supply chain for the new product, suggesting the company is ready to begin the manufacturing process shortly.

Travel agents, pharmacy assistants and translators are already being replaced by robots, according to a report. After a string of warnings that millions of workers will be replaced by machines, a study suggests this is happening now on a grand scale. It claims that two thirds of the fastest declining jobs in Britain are being hit because of increased automation and advances in technology. It warns some professions could no longer exist in years to come. But it suggests nail technicians, security guards and chefs are thriving and are largely immune from the rise of the machines.