AI in Modern Recruiting

Data-driven recruiting and the use of artificial intelligence (AI) are some of the examples that Pauline Schmidt, recruiting specialist and Head of Sales at MoBerries, will be using in the German-language webinar on 26 August. In the following interview, she reveals more about the potential that data-driven recruiting offers.

Ms Schmidt, what do you think are the biggest challenges in recruiting at the moment?

Currently, the biggest challenge in recruiting is the “non-use” of valuable applicant data, which every company generates every day from every interaction with applicants. In many business areas, the use of data for analytics and reporting has long been common practice in optimising processes.

In recruiting, on the other hand, we are just at the beginning of the “data revolution”. Data is one of the basic prerequisites for using our technical possibilities to bring applicants and companies together based on data and with the help of algorithms (artificial intelligence).

What (new) opportunities do you think recruiters should consider?

Recruiters spend a lot of time filtering irrelevant applications. Jobs are often advertised on major job boards and recruiters hope that the right candidates will apply.

I see the new opportunities in a data-driven recruiting process that automates the filtering and qualification of applicants so that recruiters can address the intricacies and details of candidates who already meet their minimum requirements.

Do you see a fundamental change in the recruiting process through AI?

Definitely. Thanks to AI, recruiting processes are becoming easier and faster. The AI uses data and learns with every interaction between applicants and recruiters to generate even more accurate “job matches”. For example: A recruiter often rejects applicants with a certain data point (e.g. language level German C1), then the AI suggests more applicants with a higher language level, even if this is not explicitly mentioned in the job advertisement and thus in the data points of the job. At the same time, applicant now also get feedback on why they were rejected and can optimise their profiles based on the feedback from the companies.
Consequently, AI automates the first round of recruiting so that recruiters can concentrate on the essentials – putting relevant applicants through their paces.

How do you recommend applicants respond to the new AI opportunities?

Applicants are equally big beneficiaries of AI opportunities in recruiting. An AI is not biased, an AI has no bias. It evaluates the applicant’s data and searches for suitable jobs.

It simplifies the job search immensely and also solves one of the biggest frustrations of job applications: The uncommented and impersonal rejections. The collected (feedback) data of the recruiters is passed on to applicants – applicants can at last get some insight into why things didn’t work out and can improve in these areas.


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