AI

Mobile Phone

Google plans to use AI to conquer the job market

Google plans to use AI to conquer the job market 1000 700 HR-ON

The future of recruitment and job searches lies with artificial intelligence and machine learning. And Google has already got the ball rolling.

Last month, the search engine giant launched ‘Google for Jobs’. This uses Google’s huge amounts of data to ensure an even better match between candidate and employer.

For now, Google re-posts jobs from other websites. Therefore, Google has not officially started their own self-sufficient job market. However, the long-term plan is that ‘Google for Jobs’ will have complete management itself. For the time being, ‘Google for Jobs’ is only available for US users.

The service was developed in collaboration with companies which have a large recruitment intake, like FedEx and Johnson & Johnson. According to Google, companies have had an 18% increase in the number of applications received, with Google’s help compared to their previous methods.

The ‘brain’ of the system

The brain in the system – if you can use that term about Artificial Intelligence (AI) – is Google’s Cloud Job API, which was launched last year. The Cloud Job API is the machine learning core of ‘Google for Jobs’. The Cloud Job API operates in three layers. The upper layer is made up of 30 different categories, the middle layer 1100 categories, and the lower one a quarter of a million different categories. In addition, it works with 50,000 different soft and hard criteria as well as different models of relations. 

According to Google’s data, 46% of American employers face challenges with their recruitment and find it difficult to fill their positions with the right candidates.

Google’s large amount of data

With ‘Google for Jobs’, users can search loosely for “nearby jobs” or “teaching jobs” or similar. It will also be possible to enter a wide range of criteria that the jobseeker’s future job must meet. It could differentiate things such as specific working hours. Next, Google draws on the data the search engine has access to. Which is virtually the entire publicly available internet – and runs it through the Cloud Job API to come up with relevant results.

According to Google, for many jobs there will also be reliable reviews and assessments of the workplace, as well as information on the commute to the office. The latter is particularly relevant in the United States. There it is quite common to have a long commute to work every day.

Another feature of ‘Google for Jobs’ is a search engine, which keeps the candidate informed about new jobs that might interest them.

Google takes the job posts from many partners, including LinkedIn, Monster, WayUp, CareerBuilder, Glassdoor and Facebook. As well as the job posts from partners, Google also searches the rest of the internet for job ads. The service then passes these job ads on to job seekers, as soon as they go online.

Google is currently implementing this service throughout the entire American market.

Robot getting coffee

HR-ON gets a robot to do the hard work at Copenhagen HR fair

HR-ON gets a robot to do the hard work at Copenhagen HR fair 788 438 HR-ON

This robot, named UR3, is able to type on a computer as well as make coffee – could he be your future colleague? HR-ON puts focus on automation and artificial intelligence at the HR fair in Copenhagen.

With the developments being made in machine learning and artificial intelligence, companies will soon have much stronger candidates to choose from. HR-ONs stand at Copenhagen’s HR fair, gave visitors a surprising look into the future, where UR3 the robot is looking for a job.

“Of course, when we work with artificial intelligence and robots, they are not physical robots, but the principle is the same. It is about automating as much of the process as possible, everything which doesn’t require human input,” HR-ON Director, Ali Cevik, says.

At HR-ON’s stand, guests could watch as UR3 typed into the computer and stated the reasons why he is an eligible candidate.

“Some fear that robots will create unemployment, but actually the use of robots can create jobs. AI will make production more effective and make companies more profitable. This creates a wealthier community, which creates new jobs,” UR3 writes in his application.

With artificial intelligence, HR-ON expects that in the near future it will be possible for a system to identify certains candidates which should be of particular interest to the hiring company.

“The beauty of artificial intelligence is that it can quickly and accurately bring an unmanageable amount of applications down to an orderly pile. This way, companies save time, while also ensuring that they don’t delete any good candidates during the sorting stage,” Ali Cevik explains.

One reason why HR-ON is focusing on AI is that the company has thousands of job vacancies and hundreds of thousands of applications. This vast amount of data makes it possible to do very precise ‘machine learning’ of the user behaviour which leads from reading the initial job post to successful hiring.

There will always be a need for human input

Although artificial intelligence will be able to find the best candidates to be interviewed, Ali Cevik does not anticipate that the whole recruitment process will be automated. Artificial intelligence can sort through a large number of applications, allowing the hiring committee to concentrate on a manageable pile of ‘good’ candidates. But the very last stage of sorting must be done by people.

“Artificial intelligence will never be able to tell you who to hire,” Ali Cevik says.

Header Image

HR-ON’s robot attracted a crowd at Copenhagen’s HR fair

HR-ON’s robot attracted a crowd at Copenhagen’s HR fair 1200 804 HR-ON

The robot UR3 brewed coffee and wrote applications at HR-ON’s booth at the fair in Copenhagen

A busy couple of days for HR-ON at 2017’s immense HR fair ‘Meetingpoint 2017’ in Copenhagen.

At HR-ON’s stand, guests were able to meet the Director of the company, Ali E. Cevik, among other employees. In addition, passersby could greet HR-ON’s robot, UR3, who was typing on a computer.

“The robot was to show some of the extra things we are working with, including the automating of work processes and also artificial intelligence,” Ali Cevik says.

The robot was placed on a chair and wrote an application on a keyboard the same way a human would. However, the robot has some additional benefits, such as the ability to work round-the-clock and never needing a vacation. With ease it moved its robot-hands and typed its way through the application, without a single error. UR3 only stopped working when it was interrupted by someone pressing the red coffee button. Then, it turned its attention to brewing some coffee, which it did just as flawlessly as typing on a keyboard.

The robot was programmed and configured in collaboration with two of HR-ON’s customers; Universal Robot and On Robot.

Besides this robot, this year’s big theme at HR-ON’s stand was the EU’s new personal data regulations, which came into effect on 25th May 2018. In recruitment specifically, companies receive a lot of personal data, which is a struggle to deal with (and to keep track of how they deal with it) without the use of an IT system.

“It is clear that the personal data regulation is very crucial to companies, which is why it is incredibly useful for them to have tools like HR-ON which ensure that they comply with the rules,” Ali Cevik says. 

This was the fourth year in a row that HR-ON has attended the fair, which is organised by Dansk HR. Given that at that time the fast-growing IT business was only five years old, that is pretty much its entire lifetime.

“The fair gives us an opportunity to meet a lot of decision makers within our field, both current and potential customers, while also getting a lot of input from the guests visiting our stand. That is why we attend the fair,” Ali Cevik says.

More than 140 different professionals within HR had a stand at the 2017 fair. 

Trumfer fodbold sex

Does Soccer Trump Sex?

Does Soccer Trump Sex? 1200 628 HR-ON

In the upcoming years, HR and recruitment related work will undergo a major change, where machine learning and AI will increasingly become key tools for the HR employee and the recruiter.

This development creates simultaneously some great opportunities and some worrisome scenarios that will need to be addressed from this moment on.

In this post, I would like to address some of the perspectives one can/should take in relation to data-driven recruitment and HR. I will focus specifically on recruitment.

When collecting large amounts of data, it is natural to use the data to learn. The first step is to create statistics based on the collected data. The statistics tell us something about the past and provide answers only to the questions asked, if that.

The next step is the work on machine-learning, where one trains algorithms to find patterns in data, which one may not be aware of. It could be to identify various trends or to see connections that may not come to mind otherwise.

However, the fact that there is a connection, a correlation between different types of data, does not necessarily mean that there is also causality – that is causal relation.

Machine-learning can provide a basis for making future analyses and is therefore not limited to looking back at the past, like statistics.

Let’s talk a bit about data

When working with data, it is important to be clear that data does not necessarily say anything about reality or contain any truth. Data may be contaminated in many ways, and the way in which we put together the data may prove to be wrong and could ultimately have disastrous consequences.

It recently emerged that the data used in legal proceedings for the last 7 years may be faulty . Specifically, this means that people guilty of committing a crime may have gone free, and worse, that innocent people have been convicted by Danish courts. The Danish authorities are now beginning the huge task of reviewing thousands of cases. And the people effected by this scandal must now try and piece together their lives, which were destroyed along the way.

I recently attended an HR conference where a presenter told an immersive story about a football fan who had seen a very exciting match on television. And later the same night, he was with his girlfriend in more intimate conditions.

He was wearing a pulse-watch, and the data from this watch subsequently showed that his pulse had been faster during the soccer match, which was interpreted as him being more engaged in football than in intimate relations. In other words: Football trumps sex.

However, this may have just been a misinterpretation, because had the clock also measured the level of neurotransmitters in the brain, the conclusion might have been quite different. And furthermore, you could ask him yourself and perhaps get a third answer.

One must therefore constantly be critical of one’s data and how to use it.

Practical use in recruitment

When recruiting, you are of course interested in finding the right candidate. And in that process, you collect as much data and knowledge about the candidate as possible. There’s nothing wrong with that.

However, the more data you collect about a candidate, the greater the requirements it puts on the recruiter’s professional as well as ethical, social and empathetic skills.

One must be able to sort data and also to reject data that is interesting enough but not necessarily relevant in the specific context. At the same time, one must be able to take a critical view of the data used and pay attention to deficiencies and sources of error.

The fact remains that nothing can replace a personal meeting between people. In fact, the more data you have access to, the more important the personal meeting becomes.

And if the personal meeting with the candidate experiences a mismatch between what has been seen in his data and what the candidate produces, then first, you have to be critical of your data and method.

It could be said that the most important thing is that the recruiter’s level of competence must match the amount of data. The more data, the higher the level of compatibility required. And having more data it ideal because it will lead to a much more qualitative recruitment and greater likelihood of a good match for the benefit of both employees and companies.

The above, of course, takes its starting point in a humanist perspective and a desire on my part for an increased focus on the human factor during a data-driven time.

Something I personally think is becoming increasingly important as machines take over more and more of our tasks, and a wish I am not alone with, is one of the core areas of GDPR, where a part of automatic profiling has been made.

The only question left to answer is: does soccer really trump sex?

Christian Hansen

CTO, HR-ON.

Illustration af AI

Can artificial intelligence elevate the world of HR?

Can artificial intelligence elevate the world of HR? 560 420 HR-ON

How new technological advances can help HR

Another year has come and gone and with it, a slew of new technological advances hit the market. A lot bold promises to change our lives for the better. Unfortunately, not all of them lived up to those promises. Exploding Galaxy Note 7’s, rouge robotic suitcases, and less than spectacular snapchat spectacles were a few of the years not so fantastic moments. Which, we can bury in the time capsule that was 2018. However, and thankfully for the sake of humanity and the HR profession, there were also innovations that turned heads for the right reasons. One of those being the advances in Artificial Intelligence (AI).

Although the connection between AI and HR might not immediately ring bells for some. However, the truth is that there are many ways AI has the ability improve the HR function. Imagine a day where you are not chasing a never-ending paper trail, but rather your systems are operating more efficiently. This allows you to make better decisions, and thereby, you have increased productivity and increased profits. Who doesn’t like the sound of that?!

With these benefits in mind, many organizations are already taking steps to embrace the new technological advances on their HR teams. For example, Flexport, a supply chain management company, is using AI to help streamline the sourcing of hard to find engineering talent. Consulting firm rloop is using AI to improve the experience and effectiveness of new hire onboarding. And these applications are only the tip of the iceberg of what AI can help achieve. Here are some additional areas where AI can help your HR team:

1. Automating business processes and administrative tasks

AI enabled application tracking systems have the ability to help in automating business processes and repetitive recruiting tasks. These include sourcing and reviewing resumes, scheduling interviews and providing feedback, and identifying commonalities between the profiles of existing employees and incoming applicants. In automating these tasks, HR leaders gain the opportunity to spend more time with their business partners and employees. This being one of the biggest challenges in today’s HR landscape. Additionally, recruiters and HR managers also acquire more time to focus on the strategic work. Which AI will most likely never replace and place more emphasis on the quality of the recruiting process.

2. Sourcing better candidates

We are all looking for the candidates that wow us. Skills and experience to match the job qualifications, perfect fit for company culture, and just an all around good person. But the reality is, identifying these individuals can sometimes feel like finding a needle in a haystack. Fortunately, sourcing candidates is one of AI’s most useful applications. AI enabled systems can help ensure that the language you use in your postings is bias-free, which aids in attracting a diversified pool of candidates. It can also help narrow the talent pipeline by pinpointing the best resumes and providing suggestions on potentially well-matched candidates. This significantly speeding up the top of the recruiting funnel process and help HR professionals make smarter decisions. Like who to bring through the door, which ultimately increases the quality of hires.

 

3. Improved communication = Better candidate experience

Wish you could send every applicant timely and personalized responses all throughout the recruiting process? Regardless of the volume of applicants and include feedback and updates on their candidate status. Or have someone answer all of the repetitive frequently asked question you get in your inbox and suck up so much of your time? That future is not far off with the help of AI enabled applicant tracking systems and chatbots. Combined, these new technological advances have the ability to help alleviate the dozens of emails and calls recruiters get from candidates inquiring about everything from the recruiting process to their status and give back hours and hours of wasted time. Additionally, these improvements in communication can go a long way in creating a favorable image of your company. Secondly, this creates a favorable candidate experience by ensuring applicants’ CV didn’t just fall into a black hole.

 

4. Staying compliant

Ever since the introduction of the General Data Protection Regulations (GDPR) in May 2018, the word compliance has taken on a whole new meaning for many companies. There has been a race to upgrade systems, improve processes, and add on extra layers of security. While these are valid solutions, the organizations that are truly winning in the compliance arena are those who are looking to AI. With AI applications, you not only get the assurance that your data stays safe and secure. But more importantly, organizations have the ability to recognize patterns and inconsistencies and be alert to potential security breaches well ahead of time. These advances help to save precious time and resources, help avoid potential PR disasters, and most importantly, protect the data of your employees and customers – a win-win for everyone.

Want to learn more about AI and other technological advances in HR? Follow our channels below for fresh releases of HR knowledge weekly.