‘AI’, Artificial Intelligence, will make us think of the tremendous potential we have to use technology to fulfil our needs and enhance the lives of people. In order to ensure that these super-intelligent robots will not wipe us out in the course of achieving their objectives, we should protect humanity by investing in ‘friendly AI’. Coined by Yudkowsky, this sort of AI must be explicitly designed to ensure that the machines or systems are sufficiently constrained, so that knowledge does not burst unprecedentedly and uncontrollably. Artificial intelligence (AI) technology advances have contributed to its incorporation into many facets of our everyday lives and business solutions. AI technology has become prevalent in modern society, from the virtual assistant on the phone or in the home to surveillance cameras and self-driving vehicles.
Globally, the technical positions associated with artificial intelligence have gained traction significantly. Reports say that with changing complexities of employment, recruiters in all industry are currently inclined to hire professionals having technological proficiency regarding big data. Big data is undeniably quickly becoming the game-changer across various industries, and thus the AI positions are flourishing.
Talent will always be an organization’s greatest advantage, which makes recruiting crucial to the company’s success. The talent market is dynamic, so how the company matches up against everyone else in the search for new hires is important to consider. Hiring can be a dynamic and time-consuming venture. Many organizations turn to AI solutions that automate the process of screening and eliminate the need to manually weed out unqualified applicants. By enhancing the efficacy, fairness and efficiency of the recruiting process, AI could revolutionize recruitment. AI can use big data predictive analysis, a far more powerful way to sift through applicants than individual observations that take up time and resources. This extends pretty much to all recruiting and headhunting industries, ranging from product head-hunters to less industry-specific recruiters and head-hunters. In terms of expertise, experience and personality, AI software may also develop customized interview questions for applicants with a focus on exactly what the business is looking for. AI can also guarantee that the hiring process is blind to race, gender, or ethnicity, variables that may cloud the decision of a hirer subconsciously (or even consciously).
In several cases, major tech companies such as Google and Amazon have tweeted about improving job profiles for data science. By parsing millions of profiles and resumes, artificial intelligence can provide valuable value in identifying possible active and passive applicants, a feat that even the biggest recruitment teams can not perform and so greatly expand their scope. Some AI solutions are also capable of giving applicants an automated, personalized message. Overall, in tight or overcrowded labor markets, AI may be used by HR and talent management practitioners to streamline mundane and repetitive activities while freeing time to concentrate on higher-value tasks like reviews and interviews. In the recruiting process, AI algorithms can eradicate implicit bias, but if not correctly programmed, they can establish a bias.