With historically low unemployment numbers the norm and employers struggling to fill those pesky — and critical — workforce talent gaps, effective recruiting technology solutions are among most-desirable must-haves in today’s human resources space. According to HR tech analyst Jason Corsello, founder and general partner at Acadian Ventures, corporate investment in recruiting technology alone is expected to top an astonishing $10 billion by 2022.
Having said that, covering the massive recruiting-tech-solution space in a single stroke is, well, just not possible. While the four entities who demoed their offerings for WorldatWork barely scratch the surface, they do represent a solid sampling of what HR leaders and decision-makers can choose from in their quest to get the right people on board, whether they are full-time, part-time, remote or contingent workers. And as artificial intelligence (AI) and machine learning (ML) are driving many of the latest recruiting tech offerings, each of the four solutions profiled offer AI and Ml engines.
A final caveat: Of course, demo tours in no way can predict how well an implementation will go in any specific situation. For that, due diligence is the phrase that pays.
AllyO, Palo Alto, Calif.
Award-winning AllyO is an end-to-end AI-based recruiting platform. That means, among other things, it acts as a central recruiting hub for HR teams, providing intelligence throughout the recruiting process by automating all administrative tasks, along with analytics to improve hiring and retention rates while offering fully secure data transfer and integration.
For job candidates, it’s a very friendly interface, never confusing. For recruiters and anyone tasked with recruiting duties, it just works. Delivers the goods and does it with a minor learning curve.
- Nothing left to chance: AllyO’s primary feature is the ability to use natural language processing and ML to practically eliminate repetitive manual/menial tasks. With text, web chat or whatever mode job seekers choose, the platform allows them to communicate where they’re at and when they want.
- Application process: AllyO offers high-level candidate screening, assessment and qualification. The demo showed how the next step is moved into automatic scheduling. You can use Google Calendar, Office 365 or MS Exchange calendar. Candidates can chat with AllyO anytime, anywhere and apply for jobs easily and within minutes. Watching AllyO in action, you can see how it stands by the candidate’s side, engaging from job search to post-hire check-in. It also works in multiple languages and countries.
- Candidate friendly: Speaking of candidates, it was clear why more than 91% of the candidates who start a conversation with AllyO complete that conversation: AllyO easily can return a qualified candidate and then schedule that candidate, or it can root out an unqualified candidate. The completion rate is impressive, but the ease of the candidate’s process showed how that number is their reality.
- Deployment speed: While a demo makes it impossible to experience the deployment process in full action mode, AllyO says it can deploy enterprise-wide in a single week — no matter how large the customer. This is a nice feature for HR decision makers who want to avoid falling into deployment hell.
- Integration excellence: AllyO has built out integration to the majority of the big players in the applicant tracking systems (ATS) space. AllyO also offers the ability to quickly integrate into their existing ecosystem without having to customize.
Curiousthing.io, Sydney, Australia
Curiousthing offers a telephonic, conversational AI-driven questioning engine, powered by natural language processing and “deep transfer” learning. It features an AI engine built to ask “within-context” questions, engage in conversational learning and collect critical data for recruiters/end users to deploy in taking the next step.
Job candidates talk on the telephone, in this case to a very high-level functioning bot. For those on the inside tasked with creating the framework for Curiousthing to do its job at maximum effectiveness, there are easy-to-use creation menus, no experience required. Recruiters and end users also can create alternative questions.
- Telephone and AI: The basic idea here is asking the right questions to anyone applying for a job. We all have heard about the recruiting funnel, which requires separating the wheat from the chaff before getting serious with job candidates.
- Global scoring model: The primary scoring method offers predetermined attributes for a number of job types created by the Curiousthing team. The idea is to take advantage of natural language processing to provide accurate scoring results based on what job candidates say, rather than how they say it. Once basic questions are answered, scoring quickly moves to the six to 10 predetermined questions that Curiousthing’s creators believe will best gauge a candidate’s abilities, say in measuring customer focus or other desirable attributes for an open position.
- Flexibility: Recruiters can toggle through the available questions via a dropdown box and use the prepopulated questions. They also have the option of using either the supplied questions or creating new ones to fit their needs.
- Virtual conversation: Job candidates who call the designated number, found at an employer’s career site, receive a “welcome to your virtual interview hosted by Curiousthing” prompt. Candidates enter the assigned PIN and are off and running. While the voice on the other end is virtual via AI, there are no surprises about that fact: Candidates are informed from the jump that their interview will be with an automated bot, so expectations are set.
- Quick, accurate results: Of course, large employers can receive thousands of resumes over short periods of time. That makes it a challenge to ensure that every single resume gets a thorough vetting (or is even looked at all) in its current form. According to the demo team, the Curiousthing model is capable of interviewing 5,000 or more job candidates within three days.
Leoforce, Raleigh, N.C.
The Arya recruiting platform layers “artificial intuition” on top of predictive analytics and proprietary ML models to automate the process of sourcing, qualifying and engaging job candidates.
As with many of today’s solutions, Arya offers a clean, clear path to the recruiter, hiring manager and, most importantly, the job candidate. Nothing challenging from a learning curve perspective.
- Stickiness: Arya pulls one candidate list together from every top brand of candidate sourcing to launch engagement on one communication tool across multiple channels. According to the demo, employers know candidates want to be heard and they want employers to come to them instead of the other way around. The Arya platform covers every engagement channel: Applicants can choose from among email, text, chatbot and phone communications. On the flip side, the demo showed how employers can quickly sidestep engaging with candidates who, frankly, just aren’t interested.
- Data points galore: The demo noted how Arya uses 30-plus professional and industry average datasets to deliver behavior pattern recognition that target and gauge a candidate’s likeliness to be a good fit. Once that happens, the candidate automatically begins a conversation about the relevant role. In this part of the demo, Arya leans on a proprietary search algorithm, with billions of real-world data points gathered during the last seven-plus years that focus exclusively on staffing and recruiting.
- Matching client needs: The Arya platform and tools learn about each employer client, so that “client uniqueness” typically drives equally unique hiring profiles. Arya learns about an organization and optimizes itself for that specific client’s needs.
- Predictive analytics: During the demo, it became clear that predictive analytics drive the Arya solution. You can see that it not only tracks critical factors such as skills and experience, but also other less obvious ones, such as role tenures.
- High-level engagement: During the demo, the consistent process demonstrates how Arya’s full engagement suite for prequalification and interview scheduling — automated using AI technology and bots — drives engagement and collects responses to candidate questions. The idea is that the process will avoid the dreaded “black hole” that candidates can experience, which can quickly turn off qualified applicants.
Phenom, Ambler, Penn.
Product: Talent Experience Management (TXM)
Phenom’s AI-powered TXM platform includes candidate experience (CX), employee experience (EX), recruiter experience (RX) and management experience (MX). TXM’s stated goal is “transforming the talent journey from interested candidates to thriving employees to enthusiastic brand advocates.” For our purposes, the demo focus was on candidate and recruiter.
Clean, clear and concise is about the best way to describe the UX and ease of use within the Phenom platform. Again, as with so many of the new tech tools emerging in HR, learning curves are falling by the wayside. TXM offers a prime example of that trend, and should make both job candidates and recruiters happy with their experience.
- Personalization: The CX module offers personalized candidate experiences powered by Phenom AI, and the resulting personalized job campaigns to candidates in a talent network should prove to be highly effective. All Phenom Hub desktop features are available on mobile, but the demo showed how the main objective is to keep the candidate’s journey connected and consistent on any device. In fact, Phenom’s CX offers candidates access to their own personal job search portal, where they can track their application status, manage alerts, reach out to the recruiter directly and more.
- Advantage recruiter: In the RX components, the UX offers SMS text and chat-bots to communicate with job seekers. The demo showed how recruiters can leverage AI-based insights, fit scores, engagement scores and dynamic talent pools to build their network and pool of desirable candidates.
- AI everywhere: AI is not just a single factor in the Phenom platform; there’s AI in the career site, in the CMS area and in the university recruiting app. Bottom line, AI is incorporated as a core function across the entire platform — clearly evident in some places, but also working behind the scenes creating things like job maps and other related recruiting activities.
- ATS friendly: As befitting a major recruiting tech platform, Phenom is compliant with and easily integrated into all of the major ATS players.
Tom Starner is a contributing writer for Workspan and #evolve magazines. He can be reached at email@example.com.