Today, various applications of "AI technology + recruitment scenarios" are starting to become a reality. In the future, the application of AI technology in the recruitment industry is likely to fully replace the professional HR, we can wait and see.
Recently, Lagoo.com announced a new corporate and recruiter identity audit mechanism, and the introduction of Baidu AI collaboration board, the introduction of face recognition and other intelligent ways to audit and verify the identity and qualifications of the corporate HR, the future will also use artificial intelligence technology to verify the business license, license plate, on-the-job proof, as well as for the resume, chat records, and other content of the risk control.
Following last year's AlphaGo defeat of the Go world champion, the commercial application of AI technology has accelerated significantly, and has begun to replace the manual completion of a portion of the work in the fields of transportation, family services, health care, business, and recruitment. Some practitioners are enjoying the convenience of AI technology, but also feel the pressure.
Robots sift through resumes at a speed that "kills" humans, but is not flexible enough
A few months ago, a battle hosted by Hunt, known as the "man-machine war" in the field of recruitment, gave the answer with the score. The challengers were five senior HR and headhunters from Internet companies, and the two sides had to quickly screen out 10 resumes from 37 million resumes that best matched the job requirements.
It was a match that centered around the requirements of the job and the candidates, including both technical and product positions. After completing the screening and matching of resumes, the judging panel needs to score the contestants in six dimensions, including function, skills, industry, salary, education, and regional compatibility, and the one with the highest total score (out of 25) is deemed to have won the contest.
With the blue screen lit up, the score of human and AI robot is 18.96:18.60. The result shows that to complete the whole match, AI robot only used 0.0152 seconds, which is 63,882 times of the average speed of human beings; in terms of job matching degree, regional matching degree, the matching efficiency of robot is higher than that of human beings; in terms of skill matching degree, the two are playing a tie.
Despite losing to humans by a slim score of 0.36, the AI robot still exceeded the expectations of Dai Kobin, founder and CEO of Hire.com, "in terms of human-job matching and understanding of people." "In the task of resume search, area, salary and other aspects are relatively simple and direct conditions, so the algorithm can be realized through simple logic and will not make mistakes; in the industry background and skill requirements, through the use of neural networks and natural language processing technology, the algorithm has been able to carry out a more accurate understanding of the similarity of the judgment. " Shan Yi, the designer of this Bole robot and chief data officer of Hire, told China Youth Daily - China Youth Daily Online that at present, the AI robot has been able to better understand most of the explicit requirements, such as functions, skills, salary, education, region, etc., and the algorithm's matching level is able to be comparable to that of a professional recruiter; however, in terms of the implicit conditions that need to be communicated face-to-face, such as culture, values and temperament, the algorithm is still cannot replace human communication and judgment.
In the results, the biggest gap between robots and humans in terms of matching education is caused by the fact that robots can't recognize which type of education a "college degree" belongs to. This also reflects the flexibility of the robot thinking is more limited. In this regard, Shan Yi explained that, for the job requirements of "bachelor degree or above", when designing the robot algorithm, the "college degree" was determined to be eligible; however, in fact, in the view of many recruiters (especially high-end headhunters), the college degree is not as good as a bachelor's degree. The result of this screening triggered different opinions from several judges present, "The robot is still not enough to make personalized choices for soft talent indicators according to the preferences of enterprises and HR."
One of the members of the panel of judges, Alibaba Dawen Entertainment recruitment expert Zhou Xiaolei believes that in terms of selecting people from massive resumes on a large scale, the gap between robots and humans is almost negligible, and AI robots are more capable of improving the overall recruitment efficiency.
That robots are far faster than humans at screening resumes is nothing new. According to reports, in March this year, in North America's famous headhunting company SourceCon organized an industry competition, a robot "Brilent" based on artificial intelligence screening rating of job applicants, only 3.2 seconds, from 5,500 copies of the resume screened out the right candidates, accuracy in the participants Brilent was the third most accurate among the contestants. Based on the experience in data structuring and fine field matching accumulated by members at Facebook, this team uses AI technology to sort the candidates that match the "person-gang match", freeing HR from mechanical and tedious resume screening and allowing them to focus more on the subsequent interview selection process.
High-precision job matching: let AI learn how HR does recruitment
In June this year, Dai Kobin announced that Hire to further improve recruitment efficiency and enrich the recruitment ecosystem through the exploration of big data and artificial intelligence; on September 12, Lee Kai-Fu, Chairman and CEO of Innovation Works, said at the 2017 China Artificial Intelligence Summit that artificial intelligence is the most important tool in the development of the world's most advanced technology and technology, and that it is the most important tool in the development of the world's most advanced technology. "said at the "2017 China Artificial Intelligence Summit", artificial intelligence to really do to replace manpower, but also need to have a sufficient amount of data as well as accurate scenes as a prerequisite.
From the simple job information listing classification, to the big data mining based on the person-gang matching system, in recent years, there have been a number of industry-wide online recruitment enterprises through the accumulation of data, the formation of their own "talent pool". On this basis, based on resume information or job requirements, the matching of people and jobs has become the main application of artificial intelligence technology in the recruitment field.
As a startup Internet company focusing on providing mobile recruitment services for enterprises, Wang Xiangguang, CEO of Qianxun Mobile Recruitment, once pointed out in an article that, for the same position, with sufficient data and human intervention, whether the text matching technology based on the JD (job description) and resume can reach the level of effective selection, and whether it can make the output of the system (machine learning process) approximate the result of human selection, and whether it can make the output of the system (machine learning process) approximate the result of human selection, and whether it can make the output of the system (machine learning process) approximate the result of human selection. approximates the results of human selection, which can measure the validity of AI. This process, including the matching of resume information and job requirements, the matching of candidates and corporate jobs two dimensions.
"AI + recruitment" in the hiring application, from 2014. According to Shan Yi, in the process of research and development and exploration, they found that judging "whether it is possible to make high-precision recommendations based on user behavioral data and the content of jobs and resumes" and "whether it is a detailed understanding of the needs of the job and the industry sector", "for cross-occupation, cross-industry job-hoppers, can realize the experience and ability of personalized job recommendations" and other aspects of the application of artificial intelligence in the recruitment industry needs to face the challenge. It is understood that at present, most recruitment websites can use data capture and artificial intelligence semantic analysis to achieve the first level of dimensional matching, while the second level of dimensional precision matching, personalized recommendation of artificial intelligence puts forward higher requirements.
"Machine screening first needs to accumulate knowledge, experience, and be able to carry out semantic interpretation; secondly, it also needs to learn the behavior of HR and headhunters, and know how they carry out the matching of people and jobs." In Shan Yi's view, the latter is more critical, namely the use of deep profiling, semantic matching and personalized recommendations based on HR preferences.
In order to make AI "think" like HR, Shan Yi, who has 17 years of experience in data mining and system development in domestic and international enterprises, led a team that asked the machine to actively learn from humans. They designed a set of algorithmic system open to the customer enterprise HR, so that HR on the "machine recommended resume" to make the appropriate feedback, when the feedback behavior and data have a certain degree of accumulation of precipitation, the machine can be from the choice of differences in the understanding of the preferences of different HR, the formation of a different industry and function can handle thousands of thousands of The matching model. Even for the same job, they may give different recommendations.
"Now my robot Bole is already working for HR." According to Shan Yi, the current hunting and hiring in recommending the volume of resumes, algorithmic recommendation of the business, to be far more than 50% of the total business, the accuracy of the level with the general headhunter.
This intelligent recommendation algorithm, they called "smart system". "Let the robot learn how HR does recruitment without directly telling him 'how this should be done, how that should be done'." Shan Yi emphasized.
Bridging the information "gap" between companies and job seekers
The growing popularity of artificial intelligence in the recruitment industry is backed by the growing demand for recruitment business.
Based on Avery Consulting's statistics, the number of small and medium-sized enterprises (SMEs) in China is expected to exceed 87 million by 2018, and the number of job seekers is expected to exceed 160 million. Searching a large number of resumes and screening potential candidates to match positions in various industries (especially non-high-end positions) has become one of the most repetitive items in the recruitment work of headhunters and HR.
According to media reports, from July 2016 to June 2017, the application of AI has gradually spread to the recruitment process in 68 countries around the world, and in the past year or so, Unilever has been trying to use AI to recruit employees in North America, covering the use of algorithms to screen resumes, game quizzes, face recognition, and other methods that don't even require the involvement of human interviewers. In China, as of July this year, there are also no less than 10 startups claiming to be leaders in AI + recruitment, seeking to solve the problem of poor information between the recruiting end and the job-seeking end, such as the high cost of recruiting manpower and the low actual conversion rate, through technology.
Established in 2016, the Internet intelligent recruitment platform NiuDiJiaJian takes the approach that through the resume decomposition, personalized recommendation, etc., the enterprise (especially small and medium-sized enterprises) positions and resumes to achieve an accurate and comprehensive matching; startup recruitment platform Teamable uses AI algorithms to mine the social network data of the applicants in an attempt to cut in from the social records to create an accurate talent The mini school, which is perpendicular to the field of campus recruitment, also designs intelligent matching models through data mining and AI algorithms, automatically screens and recommends resumes for different companies, and provides advice for job seekers with 0-3 years of professional experience.
But Shan Yi has always emphasized that in the recruitment industry, AI is only a tool and cannot replace humans, but "helps humans make more accurate and informed judgments, allowing headhunters and HR to engage in more valuable and creative work." In a way, the application of AI in the recruitment field is more likely to be promoted in the recruitment of low- and mid-range talents or positions that do not require high industry experience.
A headhunting consultant focusing on middle- and high-end talents in the consumer goods industry admitted to China Youth Daily - China Youth Daily Online that despite the need to frequently change keywords every day to search for resumes in talent pools and make a dozen or more phone calls to contact with candidates, the professional communication experience with distinct social attributes, such as improvisation, that the process requires is difficult for AI to achieve.
"The more high-end talents and important executive positions, the more cautious the HR of enterprises, the more need for professional headhunters to dock." Wang Guangyuan, general manager of Beijing's Yizhu Century Management Consulting Company, also suggested that candidates for functional positions such as product managers, for example, also have to be considered through soft indicators such as product design ideas, "which is a disadvantage for machines." Dai Kobin pointed out that "AI can't immediately replace headhunters, and the lack of data on both supply and demand is the root cause." He mentioned that the person-gang matching of the job seeker data held by the recruitment platform, as well as the description of the needs provided by the enterprise side have put forward a high demand, coupled with the dynamics and flexibility of the recruitment, in the improvement of the intelligent products, "the human factor has an irreplaceable role in the artificial intelligence recruitment."
In the current fall recruitment season, in the face of the mass influx of freshmen at the job-seeking end and the imbalance between supply and demand in the campus recruitment market, Shan Yi expects that in the future, AI technology can analyze the supply and demand data of the market jobs, mine the individual needs of enterprises, give employment guidance in advance that is suitable for freshmen, broaden their horizons and choices, and make the needs of enterprises and freshmen match more efficiently.