Why now is the time to inject AI in recruitment? How recruitment is learning from sales and marketing? Which innovation will disrupt our understanding of what recruiters do Blockchain and Talent acquisition

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THE AUGMENTED RECRUITER
Redefining the frontier between human &
artificial intelligence in talent acquisition

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TODAY’S AGENDA
▪ WHY NOW IS THE TIME FOR AI IN RECRUITMENT
▪ LEARNING FROM SALES & MARKETING INNOVATION
▪ INNOVATION THAT WILL DISRUPT OUR UNDERSTANDING OF WHAT
RECRUITMENT IS AND WHAT RECRUITERS DO
▪ BLOCKCHAIN AND TALENT ACQUISITION

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2003-2008 Interviewed thousands, hired hundreds
2010-2012 Built (and sold) an Recruitment software company
2013-2014 Worked in SAP
2014 onwards Founder / CEO of Talkpush
Hello, my name is Max Armbruster

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Source: CB insights
Billions of dollars of TA disruption…

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Innovation is not confined to Silicon Valley

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Global interest in sourcing AI & automation

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The many forms of AIs
▪ Natural Language Processing (NLP)
▪ Machine Learning (ML)
▪ Sentiment Analysis
▪ Deep Learning
▪ Robotic Process Automation (RPA)

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Chatbots offer immediate benefits:
• Work on messaging apps (e.g. FB, Whatsapp, WeChat)
• Handle incoming inquiries
• Answer questions
• Stay engaged 24/7
Chatbots are improving rapidly, thanks advances in NLP,
specialization by function, and the increased amount of
data available.
Why chatbots? Why now?

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▪ Can take away critical points of interactions
between recruiters and candidates
▪ Can come off as robotic, irritating or
insensitive
▪ 16% to 20% of Google queries that get
asked every day have never been asked
before
Potential issues with chatbots

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1966
ELIZA
1995 2006 2010 2015 2016
A.L.I.C.E.
April
2016
Nov 2016Sept 2016March 2016 Nov 2016
A brief history of conversational intelligence
(aka chatbots)

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Larry Tessler
Intelligence is whatever
machines haven’t done yet.
Creator of the Copy/Paste

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Post Application Onboarding
Screening &
Assessment
Interviews
Background &
compliance
Multi-
channel
Sourcing
Marketing &
Comms
Talent
Networks
Career site
Welcoming
Pre-Application
Injecting AI at different stages of the process

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When humans are replaceable bored
▪ Scheduling
▪ Phone screening
▪ Talking to unqualified candidates
▪ Background checking
▪ Replying to FAQs

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Where humans are irreplaceable
▪ Welcoming
▪ Building content
▪ Interviewing
▪ Closing
When humans are irreplaceable

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Where humans are “augmentable”
▪ Nurturing
▪ Listening
▪ Writing
▪ Prioritizing
▪ Screening
▪ Marketing
▪ Chatting
What’s next in augmentation

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Repurposing your recruiters’ time
Data capture
22%
On the phone
59%
Welcoming
newcomers
4%
Marketing,
Content,
Posting
15%
Data capture
4%
On the phone
19%
Welcoming
newcomers
13%
Marketing,
Content,
Posting
64%
BEFORE AFTER

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18 years ago…
Study sales & marketing to be on the cutting edge
… 6 years later
8 years ago…
… 6 years later
6 years ago…
… 3 years later

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Augmenting recruiters
Chorus.ai records, transcribes and
provides a summary of each sales
meeting in real-time. It automatically
identifies discussion of important
topics and provides unprecedented
visibility into meeting performance
metrics.
Listening

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Augmenting recruiters
IRIS by Watson, uses machine
learning to rank the priority
of your open jobs. Looking at
your historical data, it
determines how hard of an
assignment will be, taking
market dynamics and your
history to show the
complexity of an open job.
Prioritizing

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Augmenting recruiters
Predictive analytics, Facial
analysis, semantic analysis,
data science, personality
insights, cognitive ability,
intonation analysis
Screening

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Augmenting recruiters
Generate a Boolean search directly from a JD

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Augmenting recruiters
Textio makes a predictive
engine to make job
descriptions more attractive. It
attracted $20m in investment.
Marketing / Writing

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Smarter advertising and the death of the
sourcing specialist?
Pay per Ads
Classifieds
Pay per Word
Google Ad
words
Pay per Click
Yahoo, Monster, Indeed
Pay per
applicant
Appcast.
OnRecruit
2000s 20051990 Today
Greater spend
efficiency in bid-
based marketplaces,
automating part of
the ad buying.

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Augmenting recruiters
AI that recognizes your speech patterns
and can recreate voice from text.
▪ Text-to-speech messages on
messaging services
▪ Get your CEO to deliver
personal messages to every
candidates
Voice cloning

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Smart replies
Google has made upgrades to
their “smart replies” in Gmail
using machine learning to
suggest replies to emails.
Augmenting recruitersChatting and now… calling
Google Duplex
In May 2018, Google shocked the world
with its demo of Google Duplex, an AI that
simulates a human to book appointments
over the phone.

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Augmenting recruiters
Salesforce Einstein applies NLP to
analyse text from e-mails exchanged
with customers to estimate the
likelihood that a user will buy, detect
deals a team is at risk of losing and
recommend actions to improve sales.
Spotting the hot leads

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A digital assistant for the entire journey

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A digital assistant for the entire journey

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▪ Jobseekers are asked to take long automated
assessment (e.g. quizzes, psychometrics,
games) before talking to anyone
▪ Lack of human touch can be alienating,
particularly for more extraverted talent
▪ AI can lead to confirmation bias and lack of
diversity
When are techies pushing too hard?

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When are we
trying to do too
much? It’s a bit dehumanising, never being able to
get through to an employer.
It’s frustrating. You never know what you’ve
done wrong; it leaves you feeling a bit
trapped.
It makes us less confident, and feel that we’re
not worthwhile, as the company couldn’t even
assign a person for a few minutes.

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Setting the AI/human interaction frontier

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How does blockchain work in recruitment?
Two parties
want to
exchange
personal data
This request is
broadcast on a
decentralized
database
The network
validates the
request and
the data
The verified
block of data is
time stamped
and added to
a “chain”
The approved
data is now
delivered to
the relevant
party

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The future benefits of blockchain in HR
▪ Resumes will be a thing of the past
▪ Grades, work history, certificates will be verified
▪ No more high fees to connect with specialized talent
▪ Smart documents and contracts with smart payments will mean gig
workers will get paid effortlessly
▪ Employee lifecycle managed, including training and upskilling
▪ Privacy better managed

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The threat/disruption of blockchain
▪ The end of centralized databases?
▪ The death of the middle man head-hunter?
▪ The end of resume exaggeration? No more room for interpretation?

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Hype vs. Reality?The rise of the AI buzz

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Bill Gates
We always overestimate the change
that will occur in the next two years
and underestimate the change that will
occur in the next ten.

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Getting started on AI means defining a
problem, not a solution.
Only once you have its purpose, can you
build an AI/bot/algorithm.
What are the recruitment metrics you want
to improve?
What pain point will you address?

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On-
boarding
Pre on-
boarding
Offer
letter
Interview
Pre-
screening
Applica-
tion
SourcingMarketing
CRM, marketplaces
Phone
In-Person
ATS
Identify a starting point on your AI journey

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FACT: Automation and machines are creating
demand for an increasingly human
experience, with greater empathy.
THUS: AI can help recruiters focus on their
human value.
Can bots make us more human?

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Thank you!
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