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© Sculpture: Jos Dirix
© Sculpture: Jos Dirix

Artificial Intelligence in Recruitment

Kim Vercoulen 21-10-2019 1:42 PM
Categories: About Us

Artificial Intelligence (AI) is a hot topic of discussion, there are many applications. When speaking about AI in the workplace, some fear for the automatization of their job, while others see it as a good way to work more efficient. In recruitment, the use of AI is increasing fast and in several areas of the recruitment process. In this article we will discuss some of the most widespread uses of AI in recruitment and how we see developments in the future.

  1. One of the most common use of AI in recruitment is the automatic screening of CVs. Here applicants are ranked in a specific order by the use of an algorithm. This makes the screening process faster and more efficient. This is not the only advantage, candidates also view the process as more objective as robots aren’t prejudiced like the human recruiter. A remark we have to make in this is that algorithms use historic data that often has bias built in: the benchmark person that candidates are compared with, is often a white male..
  2. There are also developments on the other side of the recruitment process, the job hunt. Google jobs has been introduced in several countries (the Netherlands is not one of them yet!). It uses machine learning and AI to help job seekers find jobs that are specifically tailored to their needs. This means for us recruiters we will need to index our job vacancies in a way that they will get a good rating on Google Jobs, and therefor will be easily found by applicants. This is something you can already prepare for. Get Noticed (an online recruiting specialist) organises lectures on this topic and also has a website where you can find a lot of information. Similar processes are designed by various social media in order to serve both candidates and clients. Also here, it is not that easy to know how objective matches are made. Almost all of us bring the prejudice we are not aware of into our use of google and social media.
  3. Finally AI can be used in the evaluation of candidates during interviews. Companies, for instance, record candidate interviews and use AI to not only analyse what a candidate says but also how they say it. Technology can analyse the content of an interview, language level, tone of voice and physical gestures. When you use AI to match these results to other data, it can help you to make a more accurate prediction who will be the right candidate for the job. This way of using AI is not as widely used as the previous two. Previously I wrote about personality profiling, not always being a fan of MBTI and Insights and having a preference for Big5. Modern technology is able to measure the described variables. But finding the correlation with factors that predict success in a position is hard, if you even know what these are.

All-in all I believe artificial intelligence can help save time and offers support for recruiters. It can help prevent prejudices and other cognitive biases. But I also believe the role of recruiter is indispensable because of the importance of the human factor in the recruitment process. AI should be a support tool for recruiters to make the best possible matches. And we should be critical about why we measure what, in order to predict future behaviour. What are your thoughts?


Kim Vercoulen 
+31 (0)85 086 67 98  | kv@treasurersearch.com


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