If you are looking for an answer to the question What is Artificial Intelligence? and you only have a minute, then here's the definition the Association for the Advancement of Artificial Intelligence offers on its home page: "the scientific understanding of the mechanisms underlying thought and intelligent behavior and their embodiment in machines."
However, if you are fortunate enough to have more than a minute, then please get ready to embark upon an exciting journey exploring AI (but beware, it could last a lifetime) …
Every week, we talk about important data and analytics topics with data science leaders from around the world on Facebook Live. You can subscribe to the DataTalk podcast on iTunes, Google Play, Stitcher, SoundCloud and Spotify. This data science video and podcast series is part of Experian's effort to help people understand how data-powered decisions can help organizations develop innovative solutions and drive more business. To keep up with upcoming events, join our Data Science Community on Facebook or check out the archive of recent data science videos. To suggest future data science topics or guests, please contact Mike Delgado. In this week's #DataTalk, we talked with Kristen Hammilton, CEO & Founder of Koru, about the future of recruitment using predictive hiring. This is going to be a very exciting chat because we're talking about AI and how it's helping recruiters find the right candidates for jobs, and it's actually a fascinating field. Has to do with prediction, has to do with artificial intelligence, and I'm very excited to talk to Kristen Hamilton, who is the CEO and co-founder of a company called Koru, based in Seattle, and Kristen, great to have you on our show today. Kristen: Michael, it's really great to be here, thanks. Mike: So Kristen, can you kind of tell us about your journey that brought you into working in data science? I think every entrepreneurial journey starts with a problem that you've become impassioned with, that you really can't sleep well at night until you figure out how to solve. And the challenge that we initially started facing was actually the gap between education and employment.
Industrial firms, consumer goods brands and financial institutions are all hiring software engineers. Meanwhile, the established technology giants like Google, Facebook and Amazon continue to expand their ambitions and build new products that increases their demand for technical talent still further.
Machine learning is quickly gathering pace in the world of recruitment. The time to implement a system powered by this subset of artificial intelligence (AI) to find candidates is now. And benefits to both recruiter and candidate are vast. AI-powered recruitment systems reduce hiring bias and prejudice, because they approach a candidate's suitability based on pure data. Whereas a human recruiter may dwell upon personality, a machine will use the far more reliable concept of science.
Robot Vera's AI scans CVs on the Internet or within the customer's own databases and conducts interviews by phone with candidates it matches.robot Recruiting and HR processes offer many opportunities to employ artificial intelligence (AI). That's why SAP and startup Robot Vera are joining forces to develop an AI assistant to take over routine HR tasks. Recruiting is a time-consuming business, with thousands of small steps needed to identify suitable candidates for vacancies. Because of the workload, companies risk losing recruiters who tire of the routine.
According to CareerBuilder, over 67% of the applicants have a positive impression about organizations who keep them updated throughout the application process. However, it is a herculean task for recruiters to provide regular updates to every one of the aspirants participating in the recruitment process. In fact, they hardly have time to personally update the status of rejected applications while they're busy sourcing candidates. Almost 75% of the applicants never hear back from recruiters. This is an area in which chatbots can transform the applicant experience and take it to a new level.
AI is the hottest topic in the HR Tech space, but something critical to making the right hires is getting overlooked: Developing approaches to engage with managers so recruiters can influence the decision-making process. The HRTech space is on fire with AI. CRM, HCM, chatbots, screening, video interviewing, job posting – are trying to inject AI with one thing in common: FIND CANDIDATES. Ironically, the industry is missing the boat on where finding a candidate falls on the scale of importance. Recruiters need to be more focused on creating greater engagement with the person with the pain and the purse: THE HIRING MANAGER.
In this guest column, Adam Rogers, chief technology officer of Ultimate Software, describes where he believes AI and machine learning will lead HCM technology. Despite the intrinsic contradiction, it's clear that artificial intelligence and machine learning are primed to play a leading role in the future of human capital management. As CTO of a software company that offers AI-driven HCM solutions across a variety of industries, I've had the opportunity to witness this growing impact first-hand and think about where these technologies will take us moving forward. Recent advancements have already eliminated tedious payroll tasks, improved employee productivity and streamlined processes. But as technology continues to evolve at a breakneck pace, emerging systems are looking to revolutionize how organizations make hiring, firing and compensation decisions.
Amazon.com's machine-learning specialists uncovered a big problem: their new recruiting engine did not like women. The team had been building computer programs since 2014 to review job applicants' resumes with the aim of mechanizing the search for top talent, five people familiar with the effort told Reuters. Automation has been key to Amazon's e-commerce dominance, be it inside warehouses or driving pricing decisions. The company's experimental hiring tool used artificial intelligence to give job candidates scores ranging from one to five stars -- much like shoppers rate products on Amazon, some of the people said. "Everyone wanted this holy grail," one of the people said.
Amazon.com Inc's machine-learning specialists uncovered a big problem: their new recruiting engine did not like women. The team had been building computer programs since 2014 to review job applicants' resumes with the aim of mechanizing the search for top talent, five people familiar with the effort told Reuters. Automation has been key to Amazon's e-commerce dominance, be it inside warehouses or driving pricing decisions. The company's experimental hiring tool used artificial intelligence to give job candidates scores ranging from one to five stars - much like shoppers rate products on Amazon, some of the people said. "Everyone wanted this holy grail," one of the people said.
LinkedIn today unveiled several new features powered by to help companies better plan for, hire, and develop diverse and inclusive teams. LinkedIn rolled out the new features across a variety of artificial intelligence-powered tools focused on gender diversity at its annual Talent Connect conference Wednesday. The announcements come as reports surfaced that Amazon previously scrapped an artificial intelligence-powered recruiting tool that showed bias against women. Diversity continues to be a key issue within the tech community that is top of mind for many recruiters. LinkedIn's recent Global Recruiting Trends study found that building diverse and inclusive teams is the top talent priority for human resources workers and recruiters.