September 14, 2021 – The demand for AI specialists focused on data and machine learning is growing exponentially internationally and the search for top talent is increasing, according to executive recruiters. QJumpers, a sourcing and recruitment software provider, has released its newest product, AI Talent Sourcing. The tool scours publicly available information and uses artificial intelligence to find, rank and engage qualified, passive job candidates. AI Talent Sourcing is an offshoot of another product launched two years ago which was embedded into the QJumpers Applicant Tracking System (ATS). Due to client demand, QJumpers has released a new and improved version that can be used independently of the ATS.
Executive recruiters can either paste a job description into the tool and let the AI generate its own candidate search specification, or they can create their own. AI Talent Sourcing then presents a list of candidates ranked by how well they match this search criteria. Candidate profiles are created by combining pieces of information from publicly available data, such as networking sites, social media, company websites and blogs, according to QJumpers,. The results can be refined further by specifying preferences such as location, skills, education, and years’ experience. It can also be used for diversity hiring.
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“By separating AI Talent Sourcing into its own product and building extra enhancements, we are now able to sell into markets that we previously could not access, such as staffing agencies and enterprise clients anywhere in the world.” said Simon Oldham, co-founder of QJumpers. “With low immigration and low unemployment rates, competition for talent is really tight. You either need a big brand or a big wallet to lure in talent. AI Talent Sourcing means that any business can access the best talent – it’s just a matter of how well you can tell your story to convince someone to join your team.”
The Rise of AI and How it is Serving Executive Search
Artificial intelligence, in particular, seems to be the focus in many business sectors. “AI is allowing a machine to replicate cognitive abilities found in human beings to make tasks easier, effective, and efficient,” said The Taplow Group. “We agree that it has transformed the manufacturing, medical, retail and multiple other sectors, but what about those areas that require extensive human intervention like consulting, law or recruitment?”
AI can aid executive search services but it can never replace executive recruitment consultants, The Taplow Group said. Executive search is for C-suite, senior management or positions that determine the strategic missions for the organizations. “In many cases, even the CVs are not considered and direct interviews are scheduled,” the report said. “Human interaction is essential for executive search and it is the human mind that would probe beyond the roles, titles and skills. It is the human mind that would determine the cultural and organizational fit. Executive search consultants have thorough knowledge about the industry trends, the current challenges and opportunities, and this knowledge combined with the experience would help in finding the best talent for the top managerial positions in the organization.”
“Thus, artificial intelligence would no doubt make the job easier for an executive recruitment consultant but can never replace the human factor in these services,” The Taplow Group report said. “The human factor would always remain the most crucial element in the search process. It is the inputs and analysis that assist a consultant. You would still need an expert to interpret the trends and find the best-suited talent for the organization.”
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; and Stephen Sawicki, Managing Editor – Hunt Scanlon Media