Rise of the Machines? How A.I. Can Help Employers Be More Responsive in the Recruiting Process

Rise of the Machines? How A.I. Can Help Employers Be More Responsive in the Recruiting Process
From Recruiter - August 24, 2016

By now, creating a great candidate experience is more than a suggestion; its a flat-out command. Bad candidate experiences lose talent, they harm yourcompanysemployer and consumer brands, and they hurt the bottom line through lost business.

But creating the sort of highly responsive and engaging experience that candidates crave is no mean feat, especially for recruiters and HR pros who work in high-volume hiring. There just isnt enough time in the day.

Eyal Grayevsky, the CEO and cofounder of FirstJob, a platform that aims to connect early career talent with employers, has seen this problem firsthand as hes worked with recruiters and hiring managers over the course of FirstJobs lifespan. According to him, 85 percent of applications go unresponded to, which leaves candidates frustrated with both the application process in general and the specific employers that arent returning their emails.

Grayevsky knows all too well the feeling that accompanies throwing your application into the dreaded black hole of the recruiting process. In college, he says, he applied to more than forty jobsand he only heard back from two of the employers.

That being said, Grayevsky understands why so few applicants receive feedback from employers.

Recruiters are having a really hard time properly managing their applicant pools, Grayevsky says, Delivering the high-touch experience whilescreening through hundredsof resumeshow do you create efficiency in a broken marketplace like that?

That question spurred the FirstJob team to invent Mya, an artificially intelligent recruiting assistant that aims to help recruiters and HR pros keep candidates engaged without spending all day, every day responding to email.

Mya lives in the application layer, andwhen a candidate applies, shes having a conversation with that candidate, Grayevsky explains. Shes asking questions, providing updates and feedback, andeven answering questions about company.Shes the always available recruiter.

While Mya has not debuted to the public just yet, the FirstJob team has big plans for her when she does.

Its all about the candidate experience, delivering that high-touch, white-glove experience while automating key steps of the process, Grayevsky says. When an organization sees tens of thousands of candidates, it wants them all walking away with a positive experience of the brand. Thats where Mya can make a huge brand impact.

Mya will be native to the FirstJob platform when the AI debuts to the world, and it will also integrate with a variety of ATSs and be compatible with chat clients like Skype and Facebook Messenger. That way, Grayevsky says, employers will be able to leverage Mya regardless of whether or not theyre hiring through FirstJob.

Is all of this just a lot of talk? Is there any reason to believe that Mya could be a truly revolutionary force in the recruiting world?

Last month, Grayevsky was kind enough to walk me through a demo of Mya in action. Id rather not editorialize, but I will say this: Watching Mya in action was an exciting experience, and Im certain the tech will make big waves when it becomes available to the public.

Heres a quick breakdown of what engaging with Mya is like for both job seekers and recruiters:

How It Works for Candidates

For job seekers, an interaction with Mya starts like any other application process: with a standard online application. (The application can, of course, be customized according to the employers needs.)

But after the application is submitted, the candidate does not land on a run-of-the mill confirmation page. Instead, they land in what Grayevsky calls the candidate dashboard. On the right side of the screen is a summary of the candidates application and a timeline of where they stand in the process.

On the left side is Mya, nestled in FirstJobs proprietary chat client.

Mya greets the candidate and explains who she is. If this is your first time talking to Mya, youre given a brief tutorial.

Once the introductions are complete, Mya can ask candidates additional questions about themselves and their applications. The questions she asks are totally up to the employer. For example, she can request that candidates provide links to their GitHub accounts or answer open-ended questions about why they want the job.

Mya relays the information she collects from these answersand all interactions with candidatesback to the recruiters (more on that later).

Mya also encourages candidates to ask her any questions they may have about the job or company.

During the demo, Grayevsky asked Mya a series of questions that covered everything from the basics (How much does this position pay?) to more specific concerns (Can I bring my dog to work?) Mya answered every single one without ever sounding like a robot.


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