Big Data and AI have changed the way companies acquire people. Is your organization one of them? Shed some light on this innovation with these valuable tips and gain a better understanding of the implications Big Data and AI can have on your talent acquisition strategy.

2. TOPIC | Understanding Big Data
Info that is not organized or easily
interpreted by traditional databases or
data models. Typically, text-heavy.
A variety of data formats and types and
can be derived from interactions between
people and machines.
Big data is a collection of data from traditional and digital sources inside and outside your company that represents a source
for ongoing discovery and analysis. In defining big data, it’s also important to understand the mix of unstructured and multi-
structured data that comprises the volume of information.
UNSTRUCTURED DATA
MULTI/STRUCTURED DATA
EXAMPLES
Email, Video, Webpages,
BIGDATA
EXAMPLES
Web log data, Demographics,
Spreadsheets, eCommerce, Third-party
data (weather, etc.)
Data will grow
by 800% within the next five
years -- and 80% of that data
will be unstructured
(emails, social media posts,
feed videos
and resumes).

3. TOPIC | Using Big Data for TA
Data provides insights on which
social networks and media outlets will be
the best platforms for contacting the best
talent.
Machine learning and AI will be
more effective at reading for
context. HR & TA will be able to
quickly sift through applications.
Narrow but deep, this search
requires less time to verify the skills,
references, and potential of best-match
candidates.
1 2 3
Assists in all 3 stages of TA
60% OF PROFESSIONS will see 1/3 of their essential activities automated
using technology that exists today.
KEYTAKEAWAYS
Big Data analysis and visualization tools help cut through the vast volumes
of applicants who don’t match your hiring needs. Likewise, Big Data can
guide you in building the company’s dream team.
TA analytics using Big Data strengthens brand culture, builds a new
generation of leaders in-house, and delivers ROI to the bottom line.
BIGDATA

4. TOPIC | Identifying and Overcoming Big Data Potholes
COMMON POTHOLE
Getting people onboard with the idea of using
Big Data in hiring. Lack of understanding or
cynical reactions hold back adoption.
COMMON POTHOLE
You’ve got the data, yay! But the trick isn’t
merely in collecting the data–it’s in interpreting
it, and finding the people that can interpret the
big data findings can be difficult
COMMON POTHOLE
Finding the most cost-effective,
easy-to-implement solution to implement big
data use
TIP TO OVERCOME:
The facts speak for themselves: Big Data can
take into account almost over 100,000x more
data than a resume or online profile. Moreover,
it gets smarter over time. It is consistent,
predictable & repeatable.
TIP TO OVERCOME:
Recruiting is moving toward an E2E transaction
model, already in full-effect with companies like
Redfin and Airbnb — both tech companies that
heavily invest in people on both the front- and
back-ends.
TIP TO OVERCOME:
Outsource to a third party. Doing so enables HR
departments to quickly and easily plug in the
power of Big Data without having to take on the
risk and effort of creating an internal Big Data
capability—while still delivering all the value of
such effort.

5. TOPIC | Potential Partners to Leverage Data
BIGDATA

6. TOPIC | Understanding AI
Artificial Intelligence (AI) is the theory and development of computer systems able to perform tasks normally requiring
human intelligence, such as visual perception, speech recognition, decision-making and translation between languages.
 Personal assistants (Siri, Alexa, Google Home,
Cortana, Jibo)
 Automated vehicles (Google, Tesla, Otto,
Daimler, Volvo)
 Unmanned aerial vehicles (Drone planes)
 Sales (Amazon Machine Learning, Aerosolve)
 Scheduling assistants (x.ai, Clara)
 Decision making (Watson, Cycorp)
 Recruitment (TalentBin, Juji, Mya)
 Customer service (Amelia)
 Logistics booking (30 seconds to fly,
SkyscannerBusiness)
 Expenses management (Appzen, acebot)
COMMERCIAL FORMS OF AI
AI IN BUSINESS
AI

7. TOPIC | How are Big Data and AI related?
Each year, the amount of data
we produce doubles and it is
predicted that within the next
decade there will be 150 billion
networked sensors (more than 20
times the people on Earth).
BIGDATA
&AI
This data
feeds AI.
Data helps AI devices:
 Learn how humans think
and feel
 Accelerate their learning
curve
 Automate data analysis
The more information there is to
process, the more data the
system is given, the more it
learns and ultimately the more
accurate it becomes. AI is now
capable of learning without
human support.
Example: Google’s DeepMind
algorithm recently taught itself
how to win 49 Atari games.

8. TOPIC | Using AI for Talent Acquisition and Management
Artificial intelligence (AI) has quickly become a welcomed addition to our everyday lives. From social media to automobiles, the
machines are taking over. Certain machines have even found a job in finding jobs. Employers and prospective employees alike
are now exploring the many possibilities of using machine learning technology.
AI
AI for hiring is “hot, and it’s competitive,” says Josh Bersin, principal at Bersin by Deloitte, the HR arm of the consulting
giant. Some 75 startups are now scrambling for a piece of the $100 billion HR assessment market.
SEPARATION/RETIREMENT
 Outplacement
 Pension administration
 Alumni and boomerang hire sourcing
COMPLIANCE AND REPORTING
 Monitoring bias
 Supervision of employee activities
RISK MANAGEMENT
 Retention and attrition analytics
 Absence and accident prediction
 Fraud detection
RECRUITMENT
 Candidate sourcing
 Hiring process automation
 Agent-led video interviews
 Predicting new hire performance
LEARNING AND DEVELOPMENT
 Onboarding
 Reference information
 Personal coaching
PERFORMANCE MANAGEMENT
 Objective setting
 Capacity predictions
 Predicting performance
 Team fit psychometrics
ENGAGEMENT AND RECOGNITION
 Payroll and benefits automation
 Engagement monitoring
AITA
FOR

9. AI
TOPIC | Identifying and Overcoming AI Potholes
POSSIBLE POTHOLE
Insufficient data can lead to poor decisions
POSSIBLE POTHOLE
AI can create biases or be used to discriminate
against certain candidates
POSSIBLE POTHOLE
AI misses out on capturing a candidate’s “soft
skills”: Creativity, Initiate, Assertiveness, etc.
TIP TO OVERCOME:
AI that uses machine learning needs a lot of
data to learn how to screen resumes as
accurately as a human recruiter. Ensure you
have the data needed to run a successful AI
operation.
TIP TO OVERCOME:
Machine Learning, the branch of AI behind face
recognition algorithms, product suggestions,
advertising engines, etc. depends on data to
train and hone its algorithms. However, if the
information fed to these algorithms is
unbalanced, the system will eventually adopt
the covert and overt biases that those data sets
contain.
TIP TO OVERCOME:
Leverage Augmented Intelligence, a hybrid
model that blends AI with human oversight. Or
leave some room to adjust the job’s parameters
so that in-person interviews can provide the
additional data about “soft skills”.

10. AI
TOPIC | What’s the Path to Select & Implement AI?
SOURCING &
SCREENING
CURRENT
Most mature space; several
stand-along and broad-based
tools are available (ATS, Job
boards)
NEXT-GEN TOOLS
Social networks, and data-
driven platforms are evolving
(social talent pools, chatbots
connecting candidates
w/recruiters)
APPLICANT TRACKING &
INTERVIEW SCHEDULING
CURRENT
Flexible breed of ATS and CRM
tools, stand-alone interview
scheduling tools that can integrate
into ATS
NEXT-GEN TOOLS
AI-powered chatbots for candidate
correspondence and tracking;
social media tools for
personalized messaging, self-
scheduling tools, etc.
ASSESSMENT
CURRENT
Several skill-assessment tools
are available; but evaluation is
manual
NEXT-GEN TOOLS
Replying to standard analytics
and AI-based psychometric and
behavioral assessment tools,
video interviewing solutions,
and analytics-based cultural fit
assessment tools.
BACKGROUND CHECKS, OFFER MGMT, ONBOARDING
CURRENT
Flexible breed of ATS and CRM tools, onboarding software that can
integrate into ATS
NEXT-GEN TOOLS
Automated social media and official database search in background
checks, automated offers, chatbots to answer basic HR questions
during onboarding.

11. ADDITIONAL RESOURCES | Articles
ARTICLE
AI: Should We Run
Towards It, From It or Run
in Place?
ARTICLE
Will Artificial Intelligence Take
Over the Recruiting Process?
ARTICLE
Don't Fear AI:
3 Ways Automation will
Improve Hiring and
Onboarding for both…

12. Kim Davis
Vice President, Sales
P: 567.455.5501
M: 419.654.0500
kim.davis@yoh.com
CONNECT WITH ME AT:
https://www.linkedin.com/in/kim-davis-
ab79685/
CONTACT| Questions & Additional Information