The past few years have seen artificial intelligence (AI) dominating the recruiting industry. Revolutionary new products are constantly being developed and pushed out — everyone is competing for the top spot. This has resulted in constantly shifting products and AI trends.
The recruiting software of today and the way it’s being used are more flexible as a result. Products that were originally meant to fill a specific purpose are now able to perform multiple tasks with a greater level of quality. This has created new opportunities and trends for AI’s place in the newest recruiting technology.
In this piece, we’ll cover some of 2022’s hottest AI recruitment trends, as well as what you may expect to see from the HR and recruiting industry in years to come.
Heavily Integrated Chatbot Software
Chatbots were one of the first ever pieces of AI tech. Dating back to the Turing test in the 60s, these machines are made to converse in as human a way as possible. Early chatbots could do this. However, they weren’t particularly convincing, nor were they all that informative.
Today’s chatbots are in an entirely different world from their counterparts. They’ve become a vehicle for dispensing information. Not only do they now have access to databases to pull information from, but they also have enhanced recognition to understand interviewees.
That’s not all either. Chatbots have become a sort of swiss army knife, with modern bots able to do things like screen resumes, send personalized emails, schedule interviews, and more.
Large Language Models
One of the reasons for this evolution is the expansion of chatbot language models. Language models are essentially a chatbot’s “brain”. They determine for the program how phrases and larger blocks of texts are related to one another. By expanding the lexicon and the flexibility of AI’s language model, chatbots are able to have more natural and flowing conversations.
Increased Recruitment Tech Spending
In 2021, spending on artificial intelligence software skyrocketed. The post-pandemic culture shift allowed both recruitment software, as well as other utility AI a necessity. As such, spending on AI software increased by 57% last year. This increase marks a trend that, while not expected to continue at the same rate, will continue throughout the decade.
According to an ongoing study, the AI industry is expected to grow at a rate of around 30% every year between 2020 and 2027. This growth will continue to feed a striving industry that will change the recruitment process.
Reinforcement Learning Elevates AI
When thinking about machine learning, most people wouldn’t assume that reward-based training would enter the picture. After all, what could machines want? Turns out, reinforcement learning, a reward-based learning method, is helping to elevate AI to the next stage. Often used in video games and robotics, this method of teaching AI is starting to make its way into more big brand software.
Reinforcement-backed products have been shown to be wildly successful when implemented correctly. Personalizer, a piece of software that recommends purchases and customizes ad output caused engagement to increase by 1900%. It’s just a matter of time before this type of learning seeps into the recruitment industry, so keep an eye out.
Continuing Focus on Bias Removal
Bias in recruiting is an ongoing issue that is only starting to be mitigated by technology. With nearly all applications occurring online, and the volume of incoming resumes increasing as a result, it’s harder to ensure no bias slips through the cracks.
Even talented human recruiters aren’t immune to burnout, and when performing a menial task like resume screening, slip-ups, and unconscious bias may cause some problems. Resume screening programs allow HR professionals to focus on other tasks, and remove human bias from the screening process.
Bias can still crop up in AI programs, but these issues are mitigated by continued input. Is the software discounting older candidates? Your company may lack older individuals, and the AI is assuming that this is because age is a negative factor. As you might expect, this bias issue is easier to solve than the knot of bias that is human bias, but as of 2022, the fight continues.
Using AI-Powered Job Aggregators
Job aggregators allow recruiters to target specific demographics and candidate experiences that would either expand their talent pool or increase an important metric. They do this by giving HR teams access to a variety of job boards and candidates, all accessible through one platform. When combined with AI technology, getting superior talent is as simple as a few clicks.
With platforms like our own pandoIQ, it’s possible to get your job description exactly where it needs to be in a fraction of the time it would normally take. Alongside our toolbox of AI software options, you’ll have everything you need to make recruiting a smooth, calculated process.