To continue reading please register or login to your OHW+ account.
Predictive algorithms, machine learning and Alexa-like ‘intelligent assistants’ will revolutionise recruitment, says Dr Achim Preuss.
We now have more insights at our fingertips than ever to find the perfect candidate. Predictive algorithms can trawl through masses of data and examine multiple variables to provide detailed and specific insights on candidates that human recruiters might overlook.
This has the potential to revolutionise recruitment, because it resolves the problem of information overload. These systems process an unwieldy amount of information into something tangible and useful.
For example, if you search online for “What is gold?”, you’ll see millions of results, including images of gold as well as links to what gold is used for and how it is made.
But if you ask the same question to an intelligent personal assistant (such as Amazon Echo), it will crystallise all of the available information to give you one relevant answer: “Gold is a yellow precious metal ...”
Recruiters can now have their own intelligent assistants that will increasingly provide manageable and meaningful information about candidates. This information will be drawn from reactive and non-reactive data.
Reactive versus non-reactive data
Reactive data occurs when an individual reacts or responds to something. Assessments are a good example.
You set a psychometric test, the candidate responds to it and you gain data as a result. Non-reactive data is information that you can obtain about a candidate, without them taking any action.
Much of this data is publicly available online, for example on social media sites, and via the digital footprints that we all leave behind us when we conduct online activity. Marketers have been quick to capitalise on this data.