AI And Its Effect On Employment for Active Candidates

by | Nov 28, 2018 | IT Recruitment

Undoubtedly, technology has touched almost every area of our lives, especially the way we communicate with one another. Almost every day, new forms of communication are being developed and are made available to all of us.

For sectors such as human resource, where communication is an important factor and key to success, technology is proving itself to be a game changer. The old ways of communicating in recruitment such as fax and snail mails have been replaced with exciting and instantaneous technology such as artificial intelligence.

The talent acquisition industry is experiencing a disruption. Candidates who are applying for jobs and staffing firms who are posting available job positions are now making way for the modern age of digital transformation.  

The top talents know how to innovate and understand that change is a must if they want to stay ahead of their competition. By having the right attitude towards technological advancements, they have more chances of landing their ideal jobs. For executives of staffing firms, they can take advantage of artificial technology to make their search process more flawless and more efficient.

In this article, we are going to discuss how the emergence of Artificial Intelligence has changed recruitment for active candidates.

But before we start with that, let us first define Artificial Intelligence.

What is Artificial Intelligence?

In the 1950’s, artificial intelligence or most often referred to as AI, has been described by its propagators, Minsky and McCarthy, as any task that is performed by a program or a machine that when the same task is done by a human, the human is going to have to apply intelligence to complete the task.

Admittedly, this definition is a broad one. Many years have passed since the two have given their definition and AI has continuously evolved throughout the years. But in general, AI systems are capable of doing human tasks such as planning, problem solving, knowledge gathering, and representation, perception, manipulation, and learning.

AI has a wide-ranging function. In human resource, AI is already expected to replace 16% of HR jobs within the coming years. For search firms, this means that you can focus on working on your core functions. If you are a candidate, this means that the process of recruiting can now be easier and faster with the immediate processing of data of AI technologies.

But how does AI improve the process of recruitment? For a more general sense, AI can do the mundane tasks in recruitment that no one really wants to do. We’ll get to the specifics later on.

As a recruiter, you get to save your energy expenditure on the tasks necessary to find the right hires and have more time on actually making the right decision on choosing the right candidates. For active candidates, whatever inquiries you have regarding the job, an AI can get to you right away.

One of the recruitment AI technology that serves these functions and is being taken advantage of by offshore RPO firms is the Roborecruiter. It was built for people who are interested in hiring professionally.

Bots are not exactly new. They have been in the recruitment industry for a while now. Among these bots use for recruitment, Roborecruiter stands out as one of the biggest chatbot platforms in the industry, with proven and tested, easy-to-use-and-learn conversational technologies.

Roborecruiter is capable of instantaneous response, which allows the candidate and the firm to stay connected through automation, and functions perfectly well on whatever device you are using.

Roborecruiter is just one of the so many AI that has changed the landscape of recruitment. With its potential to create a hassle-free recruitment process, it is not surprising to know that 38% of companies are now using AI, and 62% of companies are expecting to adapt AI into their HR functions. Furthermore, companies who using AI showed 18 percent higher revenue and 30 percent higher profitability as opposed to those who don’t.

But with all that good stuff said about AI in the recruitment industry, let us not forget that the human touch is still equally important when it comes to the human resource sector.

If you are a staffing firm, the best way to make technology work for you is by cooperating with tech leaders and asking for their opinions on what technology can assist your recruitment process.

You also have to look internally and find a way to properly incorporate AI technology into your recruitment functions. If you are a candidate, nothing beats talking to an actual staff to get your queries answered. Just think of AI as an expeditor and not the be-all and end-all source.

But aside from AI being able to respond fast to your recruitment questions, AI has a lot more to offer that active candidates can benefit from.

How AI Is Helping Active Candidates

Perhaps the biggest contribution of AI to active candidates is that it has created a more leveled playing field. With the use of AI, biases when it comes to choosing talents has been prevented. “The practice sharpens the talent acquisition function by using data-driven analytics and digital, cognitive tools to better source and assess candidates and prevent possible misjudgments caused by bias or false logic,” according to Delloite’s press report.

Improved Candidate Experience

Searching for a job can be tough. To make it less stressful, your first instinct is to rely on online job boards such as LinkedIn, Indeed and Glassdoor. But there are so much online job boards out there that it can get a bit overwhelming. You are already stressed out from finding that ideal job, and now you have to deal with having to make an account and upload your resume on those job boards.

These activities can be time-consuming. And the worst part, sometimes you do not even get to know the status of your application.

Is your application being reviewed? Did you get through the initial sourcing? Have they even read your application? Questions like these can be stressful for you as a candidate. The uncertainty is just frustrating and demoralizing.

But with AI, the uncertainty can be removed. They can automatically check on the status of the application and communicate back to you.

Identify Candidates

AI makes use of bots to scour the internet for thousands of candidates from various social media, job sites, company sites, personal websites, forums, and even chat groups, increasing your chances of getting found. These bots are able to find a good candidate and company matches. They are also capable of making predictive analysis whether the candidate is willing to change jobs.

Aside from assessing your resume, whether you fit the job description or not, these bots can also assess your overall professional online presence. You can be an advocate of welfare causes and the bot can take that into account if you are applying for a social development job.

Inversely, you also get to use the bot to find you the best fitting companies by simply preparing a profile that matches your skills, educational level, work experience, goals and job aspirations.

Reduced Bias

AI has reduced biases when it comes to hiring candidates. It has changed the way resumes are being sourced and screened. Your race, familial connections, or status in life are no longer guarantees. In order for your resume to stand out, your background, experience, education, and expertise are going to be the bases for your matches. Building your career and creating genuine professional networking is more important.

Improved Online Application

Staffing firms want to find candidates quickly. In an effort to do this, they make use of ATS or applicant tracking system, that are programmed to find specific words or phrases. These words are related to the job position they have. By having these targeted searches, the ATS that is built on AI can hunt down the applicants with resumes or professional profiles that best fit the job positions.

AI Interview Process

AI has become so advanced that they are now capable of leading job interviews. Some AI conducts the interview via text messages. They engage the candidate through text and ask simple questions such as the candidate’s expected starting date and the expected salary. If a candidate asks a question that the bot cannot answer, it can simply refer the candidate to a recruiter to answer the queries.

This kind of interview maybe posing a new challenge for active candidates. Not being able to have social cues can be disarming. It’s important that the active candidate has a more holistic preparation to ensure they stand out from their competition.

Vet Candidates

Some candidates are seemingly perfect if the basis for their character is just on their resume. But smart recruiters know that not all is what it seems. By using bots, staffing firms now have easier ways to vet active candidates.

Companies can protect themselves by removing the candidates who can be threats from the list of a qualified pool of talents. Bots can now help determine whether the candidate is ethical and trustworthy.

Final Thoughts

Thanks to the rise of Artifical Intelligence, the recruitment industry has found effective tools that have significantly reduced hiring time and effort for both the candidate and the company.

AI has allowed for streamlining the recruitment process, bridging the candidate and the company faster, finding a better company and candidate matches, and has helped get rid of the long-standing biases in the recruitment sector.

With how AI is disrupting the talent acquisition sector, for candidates, it’s best to be familiar with how AI has affected the hiring process. Finding a job can be a long and exhausting ordeal. One has to be patient and versatile in order to succeed. For clients of staffing firms, the longer you have a job opened, the bigger the loss for your company. Considering how AI can improve your talent acquisition capabilities is one of your best bet in finding the right candidate.



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Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.