By 2020, information technology jobs are expected to increase by 22%. With almost 68% of IT professionals employed full time and 91% describing themselves as “gainfully employed,” tech recruiters have their work cut out for them. As if it weren’t hard enough, recruiting for information technology, computer programming, systems engineering and other crazy advanced tech jobs is even more difficult when you’re not a techy. Knowing programmer jargon and acronyms is a must for creating the best job advertisements and screening tech candidates. Understanding the right questions to ask and ensuring the candidates’ tech skills make them qualified for the job is nearly impossible if you don’t know anything IT. Technical recruiting is difficult because it involves qualifying candidates for jobs that the recruiter has never performed.
Fact: Only 15% of developers are actively looking for a job. BUT, a whopping 78% of developers are interested in hearing about new job opportunities.
Tweet This: Only 15% of #developers actively look for jobs. How #AI can assist recruiters with this:
That’s where the help of Artificial Intelligence comes in.
Artificial Intelligence is a growing trend and has everyone (especially the business and tech world) talking! There was more than $300 million in venture capital invested in AI startups in 2014, a 300% increase over the year before, and 88% of business executives rely on services or products powered by AI techniques. However, there’s much debate on what’s considered true AI, but as more information and research is dispersed it’s becoming more clear.
"This significant disconnect underscores the fact that there is confusion when it comes to the definition of AI, and this goes to the heart of one of the key issues with AI," this report says. "It has the promise of being used in so many places that a clear definition of what it is and the guaranteed ROI remains hazy."
True AI, known as strong AI, isn’t set to be here for a few more decades. Weak AI, however, is very present. IBM’s Watson is one of the most notable forms of weak AI. Most of the AI technology we see today is considered to be weak AI, but some of it is also not even AI at all and is misconstrued to be AI. The main differentiator is that AI (weak or strong) uses machine learning to learn from the data, not just automation. Just because a tool automates a repetitive task does not make it AI even though 26% of business executives use AI systems to automate repetitive tasks, up from 15% last year.
Tweet This: Just because a tool automates a repetitive task, doesn't make it #AI - Here's why:
Fact: 34% of tech candidates say their biggest challenge in the hiring process is recruiters not understanding the technologies they work with.
Artificial Intelligence helps with this, something automation just can’t do.
44% of executives believe artificial intelligence’s most important benefit is “automated communications that provide data that can be used to make decisions.” But it’s so much more than that! Competing for just top tech talent and even good tech talent is more difficult than ever before as the economy has improved and the economy transitioning from services driven economy to Technological driven economy, resulting in a candidate-driven market. Talent acquisition is pressured to adopt more innovative, technologically advanced methods and tools to take on the influx in hiring and ensure quality isn’t jeopardized.
Fact: Artificial intelligence will replace 16% of American jobs by the end of the decade, but recruiters should not be in fear.
Tweet This: It's a fact #AI will replace 16% of jobs by the end of the decade. Why we shouldn't fret:
AI is the best thing to happen to Talent Acquisition, and here’s why.
56% of talent acquisition leaders surveyed by LinkedIn believe their hiring volume will grow in 2017, and 66% of talent acquisition leaders state their recruiting teams will stay the same size or even shrink. Artificial intelligence recruitment tools are a complement to existing recruitment teams as they use machine learning to replicate recruitment tasks, saving recruiters time and businesses money.
46% of talent acquisition leaders say their recruiting teams struggle with attracting qualified candidates. AI solves this by scouring data made available on the internet through resumes, social media profiles and professional profiles to source passive candidates that match job reqs.
52% of recruiters say the hardest part of their job is identifying the right candidates from a large applicant pool. AI solves this by using algorithms to identify the right candidates based on multiple sources of data.
75-88% of the resumes received are unqualified. AI automates the resume screening process using post-hire data to make better hiring recommendations for new applicants.
Pomato helps recruiters match, map and measure candidate’s technical skills against open jobs to find the most qualified and best fit tech talent. Simply click a button and within minutes an easy-to-read report on a candidate’s skills and experience and how that candidate compares to all others is made available. Take Pomato for a test run with our free trial: http://bit.ly/pomato-trial.