Hiring is a data-rich process. However, for decades, many law firms have relied more on intuition, tradition, and manual efforts to guide their hiring decisions. But what if firms could effectively capture and leverage the abundance of human capital data already at their fingertips? What if they could use this data to solve their pipeline, diversity, and performance problems?
That is what AI-enabled recruiting promises and delivers when built and used correctly. Generally speaking, AI is used to consume a vast amount of data and make predictions based on patterns found within it. Better yet, it can help discover relationships between data that would otherwise be indeterminable to a human. When applied to hiring, these attributes are powerful, and companies who fully embrace AI in this way have a significant strategic advantage over the rest.
