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Interview with Ideal’s Ji-A Min on Artificial Intelligence, Recruitment, and the Hiring Process

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While it might not seem as obvious in the everyday world of recruiting, but artificial intelligence and machine learning are quickly becoming the solution to the problem of managing human capital. It might sound rather cliche to many of us who have been in the business world for a while, but great people are still the greatest asset any company can possess. Many companies, however, don’t know how to capture and embrace the value of human resources.

Recruiting today is still one of the most difficult issues that companies face. Finding the right talent is no easy task, but it is critical to the success and longevity of business. While hiring the right person can generate year-over-year revenue for a company, hiring the wrong person can be almost as expensive, costing the company not just money, but time, energy, and resources. With ever increasing data being made available to recruiters and hiring managers about candidates and employees, companies are seeing how AI can help improve efficiency in talent acquisition, avoid hiring bias, and hire for cultural fit.

To help shed some light on the impact of AI on the recruiting and hiring processes, I asked Ji-A Min for her thoughts. Ji-A is the head data scientist at Ideal, a Toronto-based company that builds recruitment automation software for talent acquisition and uses artificial intelligence to automate repetitive recruiting tasks such as resume screening and candidate outreach. She is also a published researcher and holds a Masters Degree in Industrial-Organizational Psychology.

Below is an audio of our conversation and the questions I asked about AI, recruiting, and hiring. (Please forgive the glitches in this audio version.)

 

  1. As human resource managers and professionals become increasingly more responsible for the overall functioning of the individuals within a company, what do you think are the top three skills HR mangers need to have in this world of artificial intelligence?
  2. We know today that higher level education and a positive attitude are nowhere near enough for employees to make it in the current job climate. What modern work tools do you think are needed and how can employers go through the process of reskilling in the workplace?
  3. With the massive amount of data it uses to offer suggestions on the best candidates, what are some of the ways artificial intelligence can and cannot replace human recruiters? And how can AI be integrated into the other aspects of the hiring process such as employee training and on boarding?
  4. Hiring looks drastically different than it did just 10 years ago. Simply reading an applicant’s resume are no longer enough to identify and eventually hire the best talent possible. How do you think companies can do a better job of focusing on gathering and analyzing the right data before making a decision?
  5. How can companies avoid the type of bias in hiring for certain positions such as using keywords or filtering for education or experience that hurts both the company and the potential candidates?
  6. In 2017, brand ownership, customer engagement, and people development were just a few of the major trends that dominated the HR discussion. As we look to 2018, what do you think HR professionals needs to look out for and/or prepare for?

Ji-A Min on LinkedIn | Ji-A Min on Twitter


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Danni White
Danni White
Danni White is the senior content manager for Bython Media Inc., a digital media and marketing agency whose web properties include TechFunnel.com and OnlineWhitepapers.com.

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