Cognitive

Recruiting assistant uses cognitive technology to find the best job candidates

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Much of a recruiter’s day is consumed by administrative tasks such as reviewing résumés and scheduling pre-screens within very demanding time constraints.

Because every job posted gets an average of 250 applications, recruiters — even though they typically spend just six seconds on each résumé — aren’t able to consider every candidate. Often, they struggle to find the best candidate to fit the job and mistakenly discard top candidates while wasting time reviewing bad résumés and pre-screening unqualified candidates.

On the flipside, 75 percent of applicants say that when they apply for a job, they don’t hear back from the company and have no way to follow up.

Meet Karen, the cognitive recruiting assistant

Karen AI is a startup company that offers a comprehensive cognitive solution to address inefficient recruiting practices and identify the most qualified job candidates. Karen, the cognitive recruiting assistant, integrates directly with a recruiter’s existing applicant-tracking system and selects the candidates that will be the best fit for an open job listing in a competitive market.

The Karen AI team was interested in IBM expertise, so it joined the IBM Global Entrepreneur Program, IBM Watson and utilizing available community support, learning resources and more.

Today, Karen is built on a platform using proprietary technologies along with IBM Watson Natural Language Understanding and Personality Insights services. It also uses an IBM Cloudant data repository. Security and scalability were motivators for Karen AI to work with IBM, since these factors are important considerations for Karen AI’s global enterprise clients.

Aside from matching an applicant’s qualifications, Karen can assess whether the candidate would fit within a corporate or team culture by highlighting personality fit and benchmarking it against the persona of the company. The solution consumes, assesses, shortlists and ranks the submissions.

Karen AI recruiting assistant

Candidates engage with a chatbot to conduct pre-screen interviews, get answers to frequently asked questions and receive updates about their placement in the acquisition pipeline. The chatbot will ask why they’re looking to leave their current jobs, as well as eligibility-related questions. It also shares information about the company, benefits available and salary details.

Karen performs keyword and concept analysis, then feeds that back into the shortlist for the recruiters so they gain even deeper insight at the candidates, highlighting top talent efficiently and effectively.

Recruiters and candidates both benefit from Karen

Karen processes 100 percent of candidate submissions, which is 85 percent more résumés than a human recruiter could possibly manage, especially given that recruiters spend 63 percent of their time on the phone and take time to research candidates’ social profiles. Reviewing a résumé takes under a second, and as soon as the recruiter logs into the applicant system, the highest-value, lowest-risk candidate is presented as the top pick.

The cognitive recruiting assistant dramatically reduces time to fill, which is the metric recruiters typically care about the most. It also significantly increases recruiter efficiency.

Recruiters can get back their time spent setting up and performing pre-screens, which can be as much as 75 percent of their day. Candidates are actually able to have a positive, satisfying interaction and brand experience that solidifies their relationship with the company.

When companies engage directly with their candidates rather than just sending out a generic thank-you email, they’re able to have a robust, two-way conversation, while gaining deeper insights into the candidates for the position. Companies may even find that an applicant is a better fit for a different open position.

Karen AI’s goal is to remove the pain points in the talent acquisition process and by introducing strategic and automated cognitive solutions. The ideal scenario would be one in which a recruiter or a hiring manager can post a job with a close date, and the entire process is automated to the point where the best candidate shows up to work on that close date, with little to no human intervention whatsoever, freeing the hiring manager to focus on other objectives.

Consider joining the Karen AI pilot program.

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