Be More Facebook


Facebook is an enormous data creator, one of the biggest. With over 1.2 billion users uploading 136,000 photos and updating their status 293,000 times per minute, people are freely sharing masses upon masses of data. Initially we viewed this data as ‘noisy’ or as lacking value before Facebook developed tools to organise it but now with artificial intelligence, machine learning structures their data enabling them to quantify it and apply value from which analytics tools can derive meaningful insights.

Facebook’s evolution has been dependent on its ability to make use of big data and soon this is going to be tangible throughout all industry, recruitment being no exception. Numerous social media profiles and countless online job sites with online CV storage mean that there is an enormous amount of recruitment data readily available. Like all big data this was at one point unstructured and noisy but deeper learning with AI technology has silenced the chatter and talent sourcing tools with smart analytics provide insights that were previously unattainable. Now deeper learning can identify the skills that would be favoured for a certain role even if these skills are not listed in the job specification being used. We can track candidate supply and demand, analyse competitor hiring including their job averts and employment packages. We can even draw insights from university graduation and tailor graduate hiring programs around them.

Facebook applies its insights to improve user experience by directing the right adverts to the right people. Benefits for the consumer include easy direction to the right products, relevant content or time saved online shopping, while advertisers can be confident that their product is being marketed directly to their target audience. To a degree, talent sourcing that uses AI can be targeted with even more precision. Where Facebook advertising may suggest you’d be interested in some Kath Kidston boots because you purchased some Jimmy Choos (not the same thing guys!), talent sourcing tools can reach out to candidates with the exact profile, skill set, experience level and work history that you require, in the correct geographical location for your hire, while supporting your business’s diversity and inclusion initiatives. 

Deeper learning is now playing a huge part in modern day recruitment. With the same speed and efficiency that Facebook now very kindly alerts users to new dating sites approximately three minutes after they have removed their relationship status, employers will be guided with ease by deep neural networks, the foundation stones of deeper learning, to the best active and even passive candidates for their job role.

Recruitment professionals who have embraced technology of this nature and the changes it offers are reporting great results. 100% of all JobsTheWord customers that have employed our Horsefly analytics tool have resubscribed to the service. In-house recruiters are seeing an improvement in the quality of their candidates and are enjoying the ability to source from and reach the passive market.

Since the brith of the ‘machine’, machine learning has complimented human work, from the calculator to the computer, AI has made humans smarter and more efficient. Talent sourcing in the recruitment sector has been resisted, a fear of taking the humanity out of human resources is however unsubstantiated and we are now at a point where big data, analytics and artificial intelligence can rather than replace recruiters, empower and support them to make strategic hires in a world full of chatter.


Mike Sandiford
Head of Partnerships
0207 193 9931

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