Recruiter's AI Digest #11
Resources and perspectives to keep you ahead of the curve as AI deepens its impact in Recruiting. 🤖
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This week’s digest
Quick AI update
🪟 Microsoft was the talk of the AI town this week, giving us a window 😏 into their AI.
At Microsoft Build this week, the company made several announcements on how it’s expanding its use of AI across its apps and services, including in Windows 11 and Microsoft 365.
Windows 11 is welcoming its new AI personal assistant, Copilot, nestled within the taskbar. Copilot will make it super fast for Windows users to summarize, rewrite, and explain text in just a click away. Get ready for the public testing next month! 🧪
Microsoft 365 Copilot will support plug-ins. Teams message extensions, Power Platform connectors, and ChatGPT tools, along with third-party offerings from Atlassian and Adobe, are joining the party. 🔌
Bing is officially the default search engine in ChatGPT. And Bing isn't stopping there - soon it will support plugins from Expedia, Instacart, Kayak, Klarna, Redfin, TripAdvisor, Zillow, and more.
Onto the newsletter….
In this week’s newsletter, we look at:
🗣 The first conversational AI for interviews - Shameless plug, but we have just launched something pretty awesome here at Metaview. 👀
🔮 What will Recruiting look like in 2028? - Another great article from our friend Kevin Wheeler at the Future of Talent Institute.
🤖 AI more likely to hire women than humans are - A study found some interesting results about bias and AI in the interviewing process.
👨🏼🏫 Free masterclass (Thurs 1st June): Generative AI in sourcing.
Are there people you know struggling to digest all the AI news? Share this newsletter with them. 🙏
🗣 Metaview Answers: The first conversational AI for interviews
Check it out here.
It’s ChatGPT for your interviews. You can now use natural language to ask Metaview anything about what happened in your conversations with candidates. We + our customers are pretty excited by it - check out the video below to see why 🤩
🔑 Instantly request key pieces of information about the candidate, without trawling through interview notes.
📊 Retrieve high-quality insights on the candidate, instead of just relying on fading memories.
✍️ Summarize key themes from across your interviews, that otherwise might go undetected.
🔮 What will Recruiting look like in 2028? (Kevin Wheeler)
at has shared another awesome post about where he sees Recruiting potentially ending up within the next few years. There’s a few different potential scenarios, but all involve an increased adoption of AI.1️⃣ Scenario 1: Automation takes the lead - AI, machine learning, and blockchain revolutionize recruiting by automating tasks like sourcing, screening, and even salary recommendations. Candidates also benefit from automated tools that match their skills and aspirations with potential positions.
2️⃣ Scenario 2: The human touch with AI support - AI becomes a valuable advisor and helper, assisting hiring managers and recruiters in finding and engaging candidates. The recruitment process remains human-centered, with AI aiding in screening and selection decisions.
3️⃣ Scenario 3: Self-service is the name of the game - Hiring managers gain independence with self-help apps that guide them in creating job requirements, assessing candidates, and even making offers. Recruiters still offer advice and support throughout the process.
4️⃣ Scenario 4: Enter the Talent Concierges - As automation reduces the need for permanent employees, a new profession emerges: Talent Concierges. They use AI tools, extensive networks, and coaching skills to match the right talent with specific needs while ensuring ethical practices.
Read it below:
🤖 AI more likely to hire women than humans are: A study (Monash University and University if Gothenburg)
AI might just be a better talent spotter than us humans, especially when it comes to hiring women in tech, according to this study. 💼👩💻
The key points this study made were:
1️⃣ Women are more likely to score top roles in tech if AI is used in the recruitment process. One experiment showed human recruiters scored women "substantially lower" than men when they know the candidate's gender for a web designer role, but scored the same when they didn’t know gender.
2️⃣ Telling candidates that their application will be reviewed by a computer instead of a human increases the number of women completing the application by about 30 percentage points.
3️⃣ Using AI in recruitment almost doubled the number of women assessed to be among the top 10 per cent of performers.
Of course, this is the first study of its kind and more research is needed to confirm these findings, but interesting to see how AI might help mitigate rather than propagate bias in the recruitment process.
👨🏼🏫 Masterclass: Generative AI Applied to Sourcing in Recruiting
Another event from
, this time on how to use Generative AI in the Sourcing stage of the recruitment process.Sign-up here.
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