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you could imagine an AI system that looks at ll the possible demographics, job history, and interview questions with a candidate and then “predicts” how well they will perform on the job

In employee development and learning, we really don’t know how to “train” people perfectly. The global L&D industry is over $200 billion and most learning professionals tell us that at least half this is wasted (forgotten, inappropriately applied, or just wasting peoples’ time). But we don’t know which half this is! 

what if we had algorithms that monitored and studied the skills, behaviors, and activities of the highest performers in our teams and then just told us how to be more like them?  These kinds of “Netflix-like” algorithms are now entering the world of learning platforms, making learning as useful and fun as watching cable TV.  Again the market is young, but the opportunity is massive. Our research shows that the average employee has less than 25 minutes a week to train and learn;  if we make that time more relevant everyone will perform better.

The success of an HR tool will be dependent on many things: the accuracy and completeness of its algorithms, the ease of use of its systems, but more important than all its ability to provide what is called “narrow AI” – or very specific solutions that solve your problems. This can only be done when the vendor has massive amounts of data (to train its system) and they gain lots of feedback on how well it works. So I believe the barriers to entry are going to be focus, business strategy, and client intimacy, not just having great engineers.