Recruitment is one of the core responsibilities of the HR department, with the hiring team being composed of individuals with the skills to conduct the vetting process. These individuals interact with candidates to ensure that they are the fit for the role. But what happens when the "human" aspect of recruitment is removed entirely? Can artificial intelligence replace humans and still hire the right people? AI, in the form of machine learning, plays a huge role in hiring people.

For prospective candidates, there is plenty to pick from, and more is coming: two-thirds of firms expect the demand for AI skills in their organization to increase in the next 12 months. If you're considering a career change, it might be a good time to start looking for a good coding course. While many industries remain severely affected by the consequences of the COVID-19 crisis, there is one sector that is actively recruiting: jobs in AI are booming, and the trend is showing no sign of abating. A new report carried out by research agency Ipsos Mori into the current state of the UK's AI labor market found that close to 110,500 job opening were posted in the past year for roles related to AI and data science. That's more than double the number of vacancies registered in 2014, and a 16% increase from 2019, marking the highest year to date for AI jobs posted on the market.

As we all know, Artificial Intelligence (AI) already taking the HR industry by storm – impacting job descriptions and redefining how HR and talent management professionals work. For instance, not only does AI speed up the sorting and filtering process for HR by helping them scan resumes, but now, AI technology is humanizing the process by giving recruiters more time to talk to stronger candidates. In this light, we spoke with Neil Cains, CTO of the Allegis Group's Innovation Lab. Allegis Group is a global leader in talent, staffing, and recruitment services. We discussed with Cains the impact of AI within talent management, HR tech and the industry. Companies are just starting to look at how they will automate the work they need to do.

In the fast-developing world of machine learning and technology development in general, it can be difficult to find the best minds for your team. Using these tips to improve your company's recruitment strategies will go a long way toward making sure you pick the best candidates for your crucial positions and projects. One of the best ways to understand how a person operates is to get into the person's role and think like they do. When searching for a person to take on a particular job, it can be immensely helpful to imagine how a recruiter would reach that ideal candidate. It is also helpful to think of which careers and positions may naturally transition into the job for which you are hiring.

Artificial intelligence, machine learning and deep learning have dominated the headlines in recent years and are steadily being woven into our daily lives. With robots having already transformed several industries, the question on everybody's mind today is: how will AI affect me and my job? In the talent industry, AI has already become more common with the use of soft skill assessment tools and chatbots. And, according to Przemek Berendt, VP of Global Marketing at technology service provider, Luxoft, there's a lot more to come. As a former software engineer who also built the company's employer branding team, Przemek is uniquely placed to discuss the ways AI will reshape talent acquisition, which he shared in his talk at Talent Connect 2017. In his talk, Przemek explained the four ways that AI can work - with or without human interaction.

Data science and within that, machine learning has seen an explosive uptick in both interest and application in recent years. This has meant that the job market has expanded quickly. With no real sign of slowing demand and a limit to the number of experienced individuals with computer science degrees, the market has been opened up to a diverse set of prospective candidates. Many individuals are moving into the industry from backgrounds such as the sciences, engineering or from engagement with massive open online courses (MOOCs). In fact, Andrew Ng himself recently placed emphasis on taking on interns who had completed his Deep Learning MOOC on Coursea.