Positively Disrupting Recruitment
Technological advancement hasn’t always inspired a positive reaction when it comes to employment. Now, automation is even threatening creative roles – it’s starting to look as if no job is safe. But amongst the paranoia and sensationalism, it’s easy to forget one simple fact. Technology is actually creating jobs, particularly for those who are able to adapt and respond to changes in employer’s requirements. Tech isn’t just fuelling a new job market. It’s also helping to place people with certain skillsets in appropriate vacancies. Machine learning has emerged as a useful tool in countless industries, and now New York based startup WayUp is teaming AI with mass data to positively disrupt the recruitment process.
Big Data, AI and employment
Traditional ways of bringing together the right employers and employees include applications, recommendations, job fairs and networking events. This is exactly what WayUp does, except it’s digital, easy and efficient. By using 40 data points per job hunter plus extensive information about employer requirements, the startup is able to pair individuals with companies in the same way that you might get a video recommendation on YouTube or a potential match on a dating site. Set up in 2014, WayUp appears to be a pioneer in this area. This probably explains why they’ve attracted a total of $27.5 million in funding and serve notable clients like Google and Starbucks. According to co-founder J.J. Fliegelman, WayUp is focused on millennials – college and university graduates in particular. In terms of competition, WayUp is going head to head with existing sites like LinkedIn and Monster. Of course, not all companies are going to use innovative startups to hire people – but it’s the ones that do who are likely to be successful in a constantly disrupted society.
The Internet arguably brought about some of the biggest changes to job searching. Currently, it’s AI that’s shaking things up yet again. Automation isn’t the big bad wolf of the job market, but it is impacting traditional recruitment by making the process more efficient. By matching employees and employers, the ultimate disruptive technology has transformed job hunting into a streamlined service based on data. Applying for work will cease to be a manual task, as will searching for the right staff. In many ways this is incredibly liberating for job seekers and employers, who will know that the vacancies and candidates they come across are suitable (on paper, at least). This could encourage a better relationship between workers and their bosses in terms of respect and job satisfaction. It’s also a way for companies to find fresh talent without poaching employees from competitors or academic institutions, which is good news for everyone. Individuals and businesses that use the service will be at an obvious advantage, but those who don’t may find it even harder to get work. Finding a job may well resemble a production line in which people are simply plonked into positions based on their data alone. Obviously there will always be an element of choice, but data compatibility will be the most important factor in determining the scope of the decision.
It might be difficult to imagine a production line of job hunters, ferried into appropriate jobs. However, we already live in a world that is run on data. Matching detailed personal information with in depth job descriptions improves compatibility between employees and employers, and cuts through the endless process of sending out vacancies and applications. Of course, even if someone is the perfect candidate on paper, employers would be naïve to rely entirely on data. The interview process, for instance, will remain an important factor in deciding whether or not a person is hired. Even so, services like WayUp do the initial hard work of getting a user’s foot in the door. As much as AI might threaten jobs, it can clearly be used as a tool to find them, too.
Could your business use machine learning to find quality employees? Will recruitment-focused startups like WayUp become new talent pools? Will data points replace traditional CVs? Comment below with your thoughts and opinions.