Everyone’s chasing AI for recruiting, but according to MIT, 95% of those projects will fail. Why? We all know there's a tool that will do anything. The biggest barrier to success isn’t the tech, it's the incomplete data we are feeding those tools. And at the core of the data we need for recruiting with AI tools? Job descriptions.
Think about it: Would a bot be able to pre-qualify an applicant if you don't tell it what your deal breakers are? How could you automate knockout interview questions if you don’t know the skills? Is it possible to build an accurate assessment that predicts performance if you can’t define what you’re measuring? No. Without structured, accurate job descriptions, AI can’t deliver on the promises you’ve been sold.
If you’ve ever wondered why AI in recruiting feels more hype than help, this is where the answers start. You’ll hear why companies are wasting billions by ignoring this critical input, and walk away with practical ways to overhaul your job description and mandatory requirements so your AI investment finally delivers results.
You'll learn:
Which data points are most important for AI (and missing from almost every job description),
How to write mandatory hiring criteria in a way machines can use it,
Automation opportunities and how you can use job description data to automate recruiting steps once you have it,
Metrics to quantify the impact of overhauling your job descriptions,
And more!
In this session, Katrina Kibben will show you where to start and why job descriptions are far more than a recruiting ad. They’re the foundation of every AI recruiting initiative.
Learning Objectives:
Identify the essential data points AI systems require—and recognize which of them are typically missing from standard job descriptions.
Evaluate how structured, accurate job descriptions enable automation across the recruiting lifecycle, including screening, knockout questions, and assessment design.
Analyze and apply metrics that quantify the business impact of improving job descriptions, allowing participants to measure ROI and strengthen future people-strategy initiatives.
Visit Kat's website at Three Ears Media.
Email: WestCentralMNSHRM@gmail.com
