Salesforce has just unveiled its newest blockbuster feature – Artificial Intelligence (a.k.a. “Einstein”) – for its platform at its Dreamforce Event, held from October 4th-7th.
Three parallel, yet independent, developments have matured sufficiently such that Artificial Intelligence is now ready for deployment. Firstly, the processing power of computers has increased exponentially over the last decades. Secondly, an unparalleled mass of data has been accumulated throughout the last years. As a result, AI Data models that have been developed already, but which have not yet been feasible, can now benefit from these technological leaps.
AI INTEGRATION IN THE SALESFORCE PLATFORM
Let’s have a quick look at how Salesforce integrates AI into its Salesforce platform (see image below). The Salesforce architecture allows the AI to encompass the whole range of Salesforce applications by forming an independent layer. Its greatest asset is the predictive analytics capability; thanks to Machine & Deep Learning as well as Natural Language Processing & Generation.
OKAY, SO FAR SO GOOD, WHAT DOES THIS MEAN FOR USERS IN THE RECRUITMENT FIELD…?
First of all, our expectations should be realistic. Since HR apps within Salesforce come from third parties, it will traditionally take slightly longer until we see Einstein being implemented here, as compared to Salesforce’s own apps such as Sales Cloud, Service Cloud, etc.
Nevertheless, Einstein can surely play out its strength in the HR domain. Its predictive analysis capability offers various opportunities, particularly in the field of Recruiting. Additionally, there are many other scenarios imaginable that make use of predictive analytics and language processing.
WHAT DOES THIS DEVELOPMENT SUGGEST FOR THE RECRUITMENT FIELD IN GENERAL?
For the next few years, AI will not go beyond being a powerful companion in the daily quest for top talents. On the one hand, AI is great at recognising patterns and moving beyond mere keyword searching. Nonetheless, there are still significant areas where human recruiters have the upper hand, such as assessing candidates’ cultural fit to an organisation, and other relevant attributes.
