Below are three separate items (not articles) posted to LinkedIn on 1-2 March 2017. They each consist of a link plus a brief discussion. The general theme is how automation under the name “artificial intelligence” (AI) is being applied to recruiting/hiring processes, but not yet to job seeking/application processes:
“Send in the Robots: The Good and Bad of Automating Your Hiring Process,” Converge.xyz, 24 February 2017 (posted 1 March 2017)
Inevitable that AI will become more important in job market. But this kind of question – “What if you could take one of the most difficult, time-consuming aspects of HR and automate the process to do it faster and more effectively than any human being could accomplish?” – also needs to be asked from the POV of job seekers & applicants. Will AI-to-AI be the next stage of job hunting & hiring?
Whose robots? Article title is a bit misleading as this is another discussion use of AI on the hiring side, with several examples. In general, the job seekers / applicants are passive data sets in these systems (even the game playing example is designed to create a more tailored data set). Still an interesting read.
This discussion of AI in hiring profiles FirstJob’s “Mya,” a recruitment assistant with natural language and learning capabilities that interacts with applicants. Mya is reportedly able to “automate up to 75% of the recruiting process—and one day, perhaps the whole thing.” What if there were an analogous system for job seekers, able to automate repetitive parts of job application processes, and how would it interact with something like Mya when they meet?
See also the compilation of items on similar topics posted to LinkedIn between December 2015 and December 2016.