TalentCon recruiting trends 2019 – AI & new tech in recruitment

August 13, 2019


TalentCon recruiting trends 2019 – AI & new tech in recruitment

With the huge recruitment event, TalentCon, on November 7th, Recruitee has been hyper-focused on what recruiting trends in 2019 are taking the community by storm. Which trends matter? Which trends are talked about too much? What will actually benefit the HR community? 

Our speakers for TalentCon 2019 are starting with a bang. AI and new technology in recruitment are hardly undiscovered topics. However, they continue to ebb and flow with time. Check out the program to see what secrets will be unearthed during TalentCon discussions about AI in recruitment!

Recruiting trends 2019

“Within recruitment, you can see AI being used anywhere data is collected.” – Adrie Smith, Head of Content at Recruitee

Recruiting trends in 2019 haven’t deviated much from the norm for the past several years. This means that AI in recruitment is still a hot button topic (and for good reason)! New recruiting technology trends will continue to emerge in the coming years. But AI will continue to be an all-encompassing term that is widely talked about in the HR community. 

To get to the bottom of recruiting trends in 2019 and how AI is viewed, we asked professionals across various fields to weigh in. From these opinions, we get glimpses of new trends coming to the forefront. 

AI in recruitment speeds things up (without sacrificing quality of hire)

Artificial intelligence as a recruiting trend in 2019 isn’t surprising. What is surprising is that companies without AI capabilities will tout them. Be sure to do your research on what a tool actually does to incorporate AI before flat out believing them. 

But this begs the question, do you need AI to save time? Many professionals think yes.

“AI will save recruiters’ time by automating high-volume tasks and enabling them [to] do more with less. It will also objectively evaluate a candidate’s ability and remove human biases prevalent in the selection process.” – Damien Martin of Shufti Pro

“While AI is still a nascent technology in the recruiting space, its potential, to automate manual recruiting and HR tasks will allow recruiters to focus more efforts on high-value tasks, like culture fit and working with hiring managers to understand their needs. While some tasks will be automated, like interview scheduling, recruiters will continue to add value to the overall process. 

AI in recruitment will allow candidates to learn more about companies faster, and allow employers to engage with more candidates earlier in the process. This time savings for both candidates and recruiters will speed the recruiting process, allowing recruiters to spend more time with higher quality, engaged candidates.” – Jonathan Duarte, Founder at GoHire

“AI will have a major role in the recruitment process in the next few years as it will be able to speed up the selection process significantly. It will be able to identify candidates with the best sets of skills from a pool of candidates and narrow down the choices for HR officers.” – Nate Galov of Hosting Tribunal 

“AI can be an effective tool for HR teams. AI can automate such routine recruitment tasks as screening resumes. Large companies use AI software to analyze CV databases and identify the most suitable candidates for available job openings. This improves decision-making and saves time for HR tasks that cannot be automated so far, like interviews.” – Uladzimir Stsiapura, HR Director at ScienсeSoft

AI isn’t the answer to all recruitment problems – and may come with some negatives

“AI promises the impossible. But AI isn’t just another shiny object either. It’s triggering a revolution and massive disruption is inevitable. 

AI won’t make HR more intelligent. It will, however, bring better prediction and better decisions faster and cheaper…and a whole lot of concerns and tradeoffs.”  – Ira S Wolfe – Author, Recruiting in the Age of Googlization

“AI will undoubtedly help here. However, HR is up to a major disruption. What we are seeing as “AI” now – is just automating of the existing HR methodology, and that’s not effective but rather harmful…AI will help with the human values analysis and the values’ alignment with the business Mission. This alignment on values guarantees a genuine diversity of the hires and extreme potential for innovation. This we have initiated this approach at Collectiver in 2011. Large-scale research and application will follow, with as much AI as possible. 

Still, the AI will not take away our jobs, because the ‘soft stuff’ that will dominate the labor market for years to come cannot be replaced by any ‘hard stuff’ – computers, etc. Well, not until we’ll have created the entire generation of cyborgs who replace our civilization – and start their own cycle of this discussion.” – Sergei Brovkin of Collectiver 

Diversity & inclusion will benefit greatly

“The best thing about AI in recruitment is that it can help to avoid any kind of bias. No special conditions to anyone – you get the job you deserve, based only on facts and your experiences, no matter where you live, how good is your network or connections. 

We see it as an opportunity for the groups of people who are usually discriminated [against] because of their gender, nationality or skin color to finally get good jobs and be appreciated for their work.” – Sebastian Britz, CEO of diggity.io 

On the flip side, new biases could emerge

“I think that AI can completely disrupt the face of recruitment. As a data scientist, I had a hard time working with recruiters who didn’t fully understand my skill set, or preferences. AI can provide enhanced personalisation and matching. However, there is a large risk of AI being biased, depending on the job role.” – Dr. Stylianos Kampakis, expert data scientist and CEO of The Tesseract Academy

“The biggest thing I dislike—or rather, worry about— of AI implementations in HR is the fact that AI —-no matter how advanced— is based on data, metrics and parameters. Yet, humans can’t be defined with just a series of parameters. Overuse of A.I. might take away the “Human” factor of Human Resources.” – Steve Kurniawan, Content Specialist & Growth Strategist at Marketing Unfolded

AI can aid in complicated hiring markets 

“Data science talent acquisition is complicated by the highly diverse nature of the job required skills and experience. Screening for and vetting candidates for the right skills for the right job at the right time is very challenging in this field, especially for non-technical human resources personnel. Evidence from industrial psychologists, Google studies, as well as recruiters for data science positions shows that the current unstructured nature of technical interviews and time-consuming challenges and tests given to data science candidates makes the hiring process highly biased and inefficient. The proof? Just 11% of data scientists are Hispanic or African American. In this age of diversity, these numbers are unacceptable. AI can help increase diversity in recruitment by removing bias and making the talent acquisition process more efficient. 

AI-driven skills assessments remove bias from the technical recruitment equation and present a few other key benefits to HR personnel. Assessments act as a second pair of eyes for non-technical human resources personnel who are screening candidates and serve as a means to efficiently and confidently reduce the candidate pool early on in an unbiased way. 

AI-driven assessment platforms, therefore, allow HR to cast a wider net for applicants – a key benefit in this very competitive job market. Online assessments also free up valuable engineer and data science manager time because by using a simple link to a skills assessment and an integrated ATS, non-technical hiring personnel can eliminate candidates lacking in job skills early on, while allowing candidates who have skills to demonstrate these. 

Skills assessments also enable HR and hiring managers to identify relative areas of strength and weaknesses in a scientific way, which empowers them to make decisions about a candidate’s potential for development and training needs. All the while never having met the candidate face to face, and thereby introducing bias to the equation.” – Matt Cowell, CEO of QuantHub

AI won’t take our HR jobs

“I like how A.I. will make it possible to streamline many recruitment-related processes into one central location and complete tedious tasks such as sorting through resumes, connecting with job seekers, and offering quick information through chatbots. This will make recruitment more time and cost-efficient so that HR managers can focus more on the actual interviews and the people of the organization, rather than looking through candidates. 

I don’t believe that A.I. will fully take over all roles since there are roles that require the human thought process that a machine won’t be qualified to do.” – Penina Soberman, Human Resources Manager at Quantum Networks


… Or will it?

“AI is bound to take jobs away from recruitment. Due to the forces of capitalism, anything that can get done equally as well by software will be. Much of a recruiter’s job involves data manipulation and straightforward clerical work. These types of tasks will be done better by AI, why would a company pay a human to do what will be substandard in comparison? 

The place where AI will struggle is in the human aspect of the business. Top recruiters will be the best for speaking to candidates and forming a bond. People that are good on the telephone or in meetings instinctively know what to say next. These instincts seem to be fluid and almost come from the ‘cosmic soup’. It’s going to be a long time before that can get coded into a bot.” – Jason Lavis, Marketing Director at Natural Resource Professional Ltd.

New recruitment technology in 2019 will up the ante for effectiveness in teams

“AI will allow companies to look more carefully for people that match their needs. Instead of looking for simple individual factors, AI will look for more nuanced patterns to emerge and create more effective teams.” – David Selden-Treiman, Director of Operations at Potent Pages

With time-saving factors and the HR community’s determination to keep a hand in the process, AI and new tech can only mean recruitment growth. There are endless benefits to using the recruiting trends in 2019 that we are aware of, yet some recruiters are scared to move forward. 

“AI has the promise of eliminating unconscious bias in the hiring process because it can ignore a candidate’s name, race, gender, and age, and this can foster diversity within companies. 

Weeding through resumes – particularly when the majority isn’t qualified for the position – is notoriously one of the most time-consuming parts of recruitment. AI engines can sift through thousands of resumes in record time to screen potential employees and identify possible candidates. There’s no comparison when it comes to the cost efficiencies and speed-to-hire it can bring to these tasks versus human labor.” – Carisa Miklusak, hiring expert and CEO of tilr

Will we keep the human in human resources? It’s entirely possible to. With the right mindset and support system, anything is possible. 

Join the TA Innovators to keep on track! And don’t forget to get your tickets for TalentCon 2019. This will be the time to learn about 2019 recruiting trends, forge new pathways, and create new relationships in your recruitment journey. See you there!

Beth is the former HR Community Manager at Recruitee. Based in Pittsburgh, Beth enjoys spreading the word about recruitment innovation.