AI in Recruitment & Discovering Talent

4 minutes, 4 seconds read

Published on Oct 15, 2019

Updated on Apr 13, 2020

The growing gig economy has added a new challenge to the organizations’ recruitment settings. While 62% of millennials believe gig work is a viable alternative to mainstream jobs (Deloitte Global Millennial Survey 2019), only 8% of HR Organizations believe they’re ready to manage gig or contract workers; thus opening new avenues for the use of technology in recruitment processes. Let’s see how AI in recruitment can benefit organizations in upscaling candidate experience, diversity and inclusion, and onboarding irrespective of geographical location.

How Organizations Can Leverage AI in Recruitment?

According to Grand View Research, the global HR management market is projected to reach $30.01 billion by 2025, of which Talent Management software will cover $13.8 billion worth of the market share. Advanced analytics, apps, and team-focused management practices will fuel the growth of recruitment technologies. The following are 5 areas where AI can out rule existing technologies and HR software.

#1 Screening

Identifying the right candidate from a large applicant pool terrifies recruiters. Surprisingly, only 9% of organizations possess a strong screening technology, says Josh Bersin in HR Technology Market 2019. According to Ideal’s recruiting software ebook, almost 65% of resumes received for a high-volume role are ignored. Now that the inclination towards an alternative workforce is growing, HRs face additional pressure in shortlisting candidates for the organizations.

In the age where candidates have equal rights to question employers, automated responses aren’t just enough. AI-powered chatbots can not only automate the resume screening processes but also understand the candidates’ queries better and respond in real-time.

For example, Olivia developed by Paradox is a recruitment assistant chatbot. It helps companies in collecting resumes, screening them, and interacting with the candidates. Olivia bot can schedule interviews and delivers one-to-one candidate experience.

#2 Identifying Passive Candidates and Rediscovery

According to Deloitte Global Human Capital Trends Survey 2019, 61% of organizations consider finding qualified experienced hires as the most difficult recruitment challenge. Also, 26% of leading recruiters believe- inefficient technology is the reason for hiring setbacks.

Organizations rely on the capabilities of their existing workforce more than a new-hire. However, uncovering the talent that’s a great fit for a new role and their willingness to take up a new responsibility is quite a challenge. AI can help in rediscovering hidden talent among the existing employees thus reducing candidate acquisition costs.

Another aspect of recruitment, especially for sophisticated roles is passive candidate sourcing. However, identifying and engaging with people who are not currently looking for a job change can be daunting. AI can simplify this aspect as well. Instead of focusing only on a candidate’s resume, sourcing more information from his public profiles and making predictions about the success in acquisition can save a lot of human efforts.

#3 Sentiment Analysis

AI can judge a candidate’s sentiments better than a human because there won’t be any conflict of emotions during an interview. AI can identify, extract, quantify, and study the candidate’s states using procedures like NLP (natural language processing), computational linguistics, facial recognition, and biometrics.

Through AI, companies like Unilever, IBM, Dunkin Donuts, and many others are analyzing a candidate’s facial expressions during video job interviews. For instance, using the HireVue AI-driven recruitment platform, Unilever was able to hire for entry-level jobs from 1200 more colleges.

#4 Defining Jobs APIs

Deloitte Global Human Capital Trends Survey 2019 reports – 25% of organizations feel constructing an appealing job offer as challenging. Moreover, according to HRDrive 2016 survey, 72% of HR managers claim to provide clear job descriptions. But, only 36% of candidates say they understood it.

AI can bridge this gap by mapping industry jargon and search queries. AI can also present descriptive job descriptions or skills requirements in concise language that can save the candidate’s time and hence improve conversions.

On 15th November 2016, Google launched Cloud Jobs API- a machine learning service to improve the hiring process by providing a lingua franca between the job seeker and employer job postings. It comprises of two ontologies- occupation and skills and establishment of relational models between them.

#5 Reducing Unconscious Bias

Organizations believe that a diverse workforce improves employee productivity, and retention and yields innovation and creativity. However, diversity hiring suffers a setback because of unintentional bias and recruitment preferences.

AI can help in reducing unconscious biases during recruitment because it is completely programmable. The model can be trained to clear patterns of potential prejudices based on gender, ethnicity, geography, or even academic institutions. According to Modern Hire research, 49% of candidates believe AI can improve their chances of getting hired.

Will AI Replace Recruiters?

PayScale suggests that 66% of organizations agree that employee retention is a growing concern, making hiring an even more sophisticated process. Benefits of AI in recruitment encircles around sourcing, screening, assessment, and identifying hidden talents. Technocrats believe AI will not replace recruiters, it will simply augment the existing hiring processes.

We are an AI-first products and solutions firm; feel free to reach us out at hello@mantralabsglobal.com for your industry-specific requirements.

Let’s take a trip back in time—2008. Netflix was nothing like the media juggernaut it is today. Back then, they were a DVD-rental-by-mail service trying to go digital. But here’s the kicker: they hit a major pitfall. The internet was booming, and people were binge-watching shows like never before, but Netflix’s infrastructure couldn’t handle the load. Their single, massive system—what techies call a “monolith”—was creaking under pressure. Slow load times and buffering wheels plagued the experience, a nightmare for any platform or app development company trying to scale

That’s when Netflix decided to do something wild—they broke their monolith into smaller pieces. It was microservices, the tech equivalent of turning one giant pizza into bite-sized slices. Instead of one colossal system doing everything from streaming to recommendations, each piece of Netflix’s architecture became a specialist—one service handled streaming, another handled recommendations, another managed user data, and so on.

But microservices alone weren’t enough. What if one slice of pizza burns? Would the rest of the meal be ruined? Netflix wasn’t about to let a burnt crust take down the whole operation. That’s when they introduced the Circuit Breaker Pattern—just like a home electrical circuit that prevents a total blackout when one fuse blows. Their famous Hystrix tool allowed services to fail without taking down the entire platform.

Fast-forward to today: Netflix isn’t just serving you movie marathons, it’s a digital powerhouse, an icon in platform engineering; it’s deploying new code thousands of times per day without breaking a sweat. They handle 208 million subscribers streaming over 1 billion hours of content every week. Trends in Platform engineering transformed Netflix into an application dev platform with self-service capabilities, supporting app developers and fostering a culture of continuous deployment.

Did Netflix bring order to chaos?

Netflix didn’t just solve its own problem. They blazed the trail for a movement: platform engineering. Now, every company wants a piece of that action. What Netflix did was essentially build an internal platform that developers could innovate without dealing with infrastructure headaches, a dream scenario for any application developer or app development company seeking seamless workflows.

And it’s not just for the big players like Netflix anymore. Across industries, companies are using platform engineering to create Internal Developer Platforms (IDPs)—one-stop shops for mobile application developers to create, test, and deploy apps without waiting on traditional IT. According to Gartner, 80% of organizations will adopt platform engineering by 2025 because it makes everything faster and more efficient, a game-changer for any mobile app developer or development software firm.

All anybody has to do is to make sure the tools are actually connected and working together. To make the most of it. That’s where modern trends like self-service platforms and composable architectures come in. You build, you scale, you innovate.achieving what mobile app dev and web-based development needs And all without breaking a sweat.

Is Mantra Labs Redefining Platform Engineering?

We didn’t just learn from Netflix’s playbook; we’re writing our own chapters in platform engineering. One example of this? Our work with one of India’s leading private-sector general insurance companies.

Their existing DevOps system was like Netflix’s old monolith: complex, clunky, and slowing them down. Multiple teams, diverse workflows, and a lack of standardization were crippling their ability to innovate. Worse yet, they were stuck in a ticket-driven approach, which led to reactive fixes rather than proactive growth. Observability gaps meant they were often solving the wrong problems, without any real insight into what was happening under the hood.

That’s where Mantra Labs stepped in. Mantra Labs brought in the pillars of platform engineering:

Standardization: We unified their workflows, creating a single source of truth for teams across the board.

Customization: Our tailored platform engineering approach addressed the unique demands of their various application development teams.

Traceability: With better observability tools, they could now track their workflows, giving them real-time insights into system health and potential bottlenecks—an essential feature for web and app development and agile software development.

We didn’t just slap a band-aid on the problem; we overhauled their entire infrastructure. By centralizing infrastructure management and removing the ticket-driven chaos, we gave them a self-service platform—where teams could deploy new code without waiting in line. The results? Faster workflows, better adoption of tools, and an infrastructure ready for future growth.

But we didn’t stop there. We solved the critical observability gaps—providing real-time data that helped the insurance giant avoid potential pitfalls before they happened. With our approach, they no longer had to “hope” that things would go right. They could see it happening in real-time which is a major advantage in cross-platform mobile application development and cloud-based web hosting.

The Future of Platform Engineering: What’s Next?

As we look forward, platform engineering will continue to drive innovation, enabling companies to build scalable, resilient systems that adapt to future challenges—whether it’s AI-driven automation or self-healing platforms.

If you’re ready to make the leap into platform engineering, Mantra Labs is here to guide you. Whether you’re aiming for smoother workflows, enhanced observability, or scalable infrastructure, we’ve got the tools and expertise to get you there.

5 Innovative Applications of AI in Recruitment