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Can Artificial
Intelligence Compete
With Talent Acquisition
Experts?
By: Randy Bailey, Talent Insights Consultant
*Opinions expressed are solely my own and do not express the views or opinions of my employer.
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 2
Foreward
Talent acquisition specialist and 2017 SourceCon Grandmaster Randy
Bailey is among the best in the business with many years under his
belt to prove it. For a machine to even compete with the likes of him is
incredible on its own. While our HiringSolved software was not offi-
cially a competitor in this years Sourcecon Grandmaster Challenge,
our artificial intelligence managed to unofficially outscore every other
human and machine except one: a man named Randy Bailey.
Baileys inventiveness and creativity in solving the challenge ultimately
beat out the raw power and superior speed of our machine. While
matching patterns found in documents with a job description is some-
thing our AI can do in seconds, Bailey leveraged strengths on the hu-
man side by improvising with techniques that a machine cant perform
quite yet.
Executive Summary
This study was created to determine whether artificial intelligence
can perform at the same level of a human recruiter counterpart when
given the same starting data. The testing was framed within the context
of a recruiting contest which had clearly-defined parameters and
predetermined winning criteria. The sample population was a group
10 of 10 sourcing professionals and one AI. No tools were off limits, so if a
human contestant had access to their own AI (like I did at the end) they
SOURCING PROFESSIONALS
were free to use it. From a 5620-person database, contestants were
asked to determine the top 3 candidates for 3 given job requisites.
Congratulations to All
I also want to say congratulations to all the SourceCon Grand Master
challengers. Simply being a finalist is a huge accomplishment. Like
every year, this one brought forth some exceptional sourcers whom I
hope will become both colleagues and friends.
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 4
Study Background
The 11 contestants in the competition were provided with 3
anonymized but real job descriptions. We were told that we were
supposed to find and figure out who actually got the job, who
was interviewed, and who was sourced with no other rules or
requirements.
Reading Performance
For reference, humans are really slow at reading compared to a
computer. The average resume is more than 1000 words in length and
the average person reads at a speed of 200 words per minute with
60% comprehension. The fastest competitive readers in the world can
read nearly 1000 words per minute (about 16 per second) with 85%
comprehension, but that performance is only found in the top 1% of
all human readers. Machines can ingest huge information inputs much
faster than people.
Comparing Max
Reading Speeds
n HUMANS n COMPUTERS
16 Words
per Second
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 5
Human Ingenuity
After seeing our AI competitor, I nearly resigned humanity to defeat
when suddenly, I was struck with a spark of defiance. I can defeat the
machines, I thought. I just needed to leverage the advantages of the
human brain in areas where machines fall short. After all, searching
through large databases is nothing new in my line of work where
professional networks often consist of millions of candidates.
Background on Sourcing
A sourcer typically chooses candidates from a database by performing
multiple searches and cross-referencing their results after optimizing
for specific terms. In a large database, this process can take many hours
and results are always beholden to a percentage of human error that
makes it easy for even seasoned professionals to overlook a prime
candidate.
filling job roles. In recent years, this more technical group and their
specialized job duties have been given the title of sourcer as a
distinction from the traditional recruiter who relies on more low-tech
methods to match candidates.
Experiment Targets
3 JOB REQUISITES
3 TOP CANDIDATES
Background on AI
Industrial use of AI has developed a lot recently as more industries
are using it to solve problems that used to require humans. In some
extreme cases, AI has become a direct competitor to their human
counterpart, like how self-driving vehicles challenge truck drivers or
how Amazon brick-and-mortar stores challenge cashiers. In other
industries like recruiting, AI plays a more complementary role.
Recruiters are looking at AI and how it can collaborate with them to
improve their performance, rather than replace them.
The contest runners went out of their way to cover their tracks by
altering the documents provided, but I found the real information for
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 7
both the obfuscated job descriptions and the actual candidates with
clues from the documents provided.
Unlike a machine, I was able to actually reach out to the real candidates
and verify my findings directly from the source. Machines are
formidably powerful, but they lack the relentless human spirit and past
experience I had from previous Grand Master challenges that drove
me to leave no stone unturned.
Data Obfuscation
When I found out the contest designers had tried to make social
media searches useless by changing key identifying candidate details
to throw off a match, I immediately focused all my energy on getting
around it.
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 9
System Administrator
Using the System Administrator job description, I found a company called Rain for Rent. I applied this
company name in a LinkedIn query and found they had hired singular System Administrator within the
last month. I had undoubtedly found the name of the person who got the job for a 10-point score! Or, so
I thought
As it turns out, that candidates name wasnt among the competition resumes. One of the 10 Bakersfield
resumes looked suspiciously close. Upon closer inspection I saw that they had merged two jobs from
the candidates employment history from 2005-2017 into one. I now realized what they were doing. As I
suspected, they had altered the winning candidates data.
2003-2005
Computer Specialist, GeekTech Unlimited
*Changed Boyle Engineering to Geek-
Teck Unlimited
2002-2003 Telecommunications Analyst, Super
Computer Services Inc.
Metadata
By looking at metadata on some of my choice contest resumes, I could
see that some of them had been edited. I was able to confirm my
metadata theory when my pick for System Admin was one of the 25
out of 5620 documents that was edited according to the document
details.
Hint Found:
Total Editing Time: 4 Minutes
Product Manager
Unlike the System Administrator role, I did not find the job description
until after I found a suitable candidate. Instead, I used a technique
Janet Dwyer suggested and highlighted job description keywords to
try and match those with resumes.
I did a variety of searches with these keywords that were more telling
than the obvious product manager search. This led to a profile that
used many of the terms exactly like social/in-app/email from the job
description. The resume showed someone who went to the London
School of Economics & the University of San Francisco who had an
Advanced Social Media Certificate. I used this data to find a LinkedIn
profile in the wild that matched and confirmed the competition resume
was the right choice through this real-life matching profile.
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 11
I tried searching every which way based on where they attended high
school. I looked at everyone that graduated from the same high school
in the same year. The problem was, I didnt have enough information
to match up the real person with the anonymized resume.
Metadata Again
In the document metadata of my top choice for Ground Services
Agent, there was an original author name. Bingo. His name was Phil.
Armed only with a first name, a high school, and a graduation year, I
did a hail-mary search on Facebook. By some incredible stroke of luck,
I found that only one Phil had graduated from that high school in that
particular year. Some may say thats a weak link, but it was the best
weak link I had.
After having a good idea of who I thought was chosen, I actually used
their real-life email addresses to reach out and verify whether they were
hired or interviewed.
Results
The experiment was a great success for us humans. Not only did I, a human (I promise), win the contest,
but I was able to confidently present my work after checking it against the matches provided by comple-
mentary AI, social web footprints, and old-fashioned human connection.
HiringSolved AIs performance was impressive on its own since its choices were present in all 3 jobs,
but ultimately it took the human touch to win. HiringSolveds AI picked a lot of the same top candidates
as me with some variation but it mostly complimented my abilities. Together, we outperformed 9 other
human contestants and an AI competitor by correctly identifying the candidates who were actually hired.
This case study showed how AI can help a professional sourcer process data and get quality results at a
much faster rate than standard methods allow. However, it is clear that human adaptability still trumps AI.
Contest Placements
1st Place: Randy Bailey (Me!) 40 points
2nd Place: Competitor 1 18 points
3rd Place: Competitor 2 18 points
4th Place: Brilent AI 14 points
Systems Administrator:
My Submissions - 15 points HiringSolved AI - 2 points
#1 Hired Candidate B (10 points) Candidate A (1 point)
#2 Interviewed Candidate A (5 points) Candidate B (1 point)
#3 Sourced Candidate C (0 points) Candidate C (0 points)
HiringSolved #1: 3203_6893 - Matched my #2/confirmed by the individual that they interviewed
HiringSolved #2: 5903_12683 - my #1, person who got the job confirmed by Linkedin
HiringSolved #3: 16503_35793 - My #3, so the same.
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 15
Product Manager:
Machine-Human Complement
Combining HiringSolveds AI technology with a talent acquisition expert was mostly harmonious. The
contest point totals really paint a picture of how AI combined with sourcing expertise is doubly better
than either an AI or a sourcer on their own.
Assumptions
We can assume HiringSolveds AI should perform on resume databases of any size. We can also assume
it would perform similarly with given requirements in any field beyond the three in-contest. The role se-
lection in this case study was determined by the parameters of the contest but the automated matching
should be capable of similar-quality results in any field.
This study addressed the important phenomena that in sourcing, even if the perfect fit is in your data-
Case Study: Can Artificial Intelligence Compete With Talent Acquisition Experts? 16
base, that doesnt mean you will find it. Often, great talent gets buried because of the way typical ap-
plicant systems handle items in a query. It was exciting to see how newer software solutions are trying to
handle this.
The Future
Recruiting AI technology could have a massive impact on the ability of recruiters to find quality can-
didates from large databases much faster. When it gets really good, it could also initiate some major
changes in professional recruiting culture.
Perhaps this AI could level the playing field for recruiters and make it easy for a technical amateur to
achieve the same results that a seasoned sourcer could. It could lead to a more homogenized culture,
where the distinction between sourcer and recruiter becomes less relevant. But, ultimately that time has
not yet arrived.
For now, this technology serves primarily as a compliment to talent acquisition experts. Humans are still
the best equipped to make informed decisions based on AI output. The results are getting more impres-
sive, but an amateur recruiter who chooses candidates based only on what an AI tells them will fail to
grasp great opportunities that a seasoned specialist can detect.
About the Author: Randy Bailey is a recruiting expert at the height of his career. His
skills as a sourcer are unmatched in the industry. Bailey started as a recruiting
manager at Robert Half in June 2005 and grew his ability and skill at several other firms
in the years following. In recent years he has worked directly as a talent sourcing spe-
cialist for major worldwide brands such as PepsiCo, Microsoft, and Walmart where he
currently resides. Bailey has been a finalist in the Sourcecon Grandmaster Challenge
for 4 years in a row before winning the title this year -- defeating all other competitors,
both human & machine.