In an effort to find the best job candidates, America’s largest bank, JP Morgan Chase, is turning to AI technology. They are creating a unique model that will assess “employee public data” from both internal and external networks. This information will be used to generate a confidence score for potential hires, showing how well they align with current employees as well as their chances of being recruited and their relevance for the role.

This machine learning-based system is designed to identify the best recruits and send out a “targeted recruitment communication” to them. It then tracks their application and employment status, in order to determine how effective it was at finding suitable candidates. Furthermore, it can learn from its experiences and adjust its approach accordingly for future searches.

Chase highlighted how this technology can help resolve the problem of recruiters not being familiar with a company’s culture, making it difficult to find employees who will remain with the organization for an extended period of time. In a statement by Chase, they said “finding employees with values and goals that are in-line with an organization is critical to finding a long-term employee”.

Once J.P Morgan perfects this technology, it is likely they will offer it to other industries for a nominal fee of course. This brings up the questions of how this could affect job applicants in general; what about those without any ties within a certain company? Is there an equal opportunity for them to be hired? It is important that the recruitment process is impartial and without prejudice, with that being said it will be important for regulators to keep watch to make sure no one is being treated unfairly.