Companies with Relevant Products and Applicable Use Cases For Recruitment- AI/ML

Skillate is an artificial intelligence (AI)-based recruitment solution platform that helps companies read and match resumes. Zyoin, a recruitment consultancy firm, used the product and could get 10 relevant profiles by vetting 50 profiles compared to 500 that they had to vet earlier for the same number of relevant profiles. Skillate’s next feature is- scanning candidates’ profiles and posts on social network platforms like Facebook, Linked-In and GitHub to automatically update old resumes.

Param.ai automatically pre-screens resumes that land on the company’s careers’ page. Param tells the company if the candidate is good, bad or average depending on his/her past hiring patterns. It has another product called Retarget that mines the company’s resume database, and sends out automatic messages asking candidates to update them; this helps keep the database current. Next up is Param 2.0, where it is developing chatbots that will automate features like prescreening candidates.

Klimb will use AI to combine past data, candidate psychology and engagement analytics to predict the likelihood of a candidate dropping out. The company helps in improving Time-to-Fill, Cost-per-Hire & Recruiting Throughput. It has several other products for engagement automation, intent analytics, collaborative recruiting, employee referrals, job board analytics, employer branding and others.

Interviewed’, helps companies with its AI-based candidate assessment tool. Its automated phone screening, machine learning and natural language-processing capabilities help construct a psychological profile of the candidate and judge cultural fitment. It claims to whittle down a database of 4,000 candidates within days to shortlist the top 2-3%. . Interviewed has been acquired by Indeed.

Entelo mines data and social media presence to predict which applicants are likely to switch jobs. Entelo also has a diversity product that allows recruiters to source candidates from underrepresented groups based on gender, ethnicity, and veteran status. The company launched a candidate-ranking analytics solution called Stack.

Mya Systems has developed an AI recruiter — a chatbot — that can evaluate resumes, screen candidates and schedule meetings. She will also automatically send directions via Google Maps and even offer tips on what to wear. If the applicant isn’t fit for the job that they were screened for, Mya suggests other jobs to which they might be better suited, based on keywords and zip code. Studies suggest the Mya platform improves recruiter efficiency by 38% and increases candidate engagement by over 150%.

Headstart uses an AI based matching system to transform the recruitment process for graduates on campuses. Besides qualification and experience, it creates a ‘fingerprint’ for each candidate factoring in his/her interests, personality, skills and likes/dislikes. Headstart’s technology reduces resume/application review time by up to 70%, enabling recruiters to spend more of their valuable time on those applicants who would be a good cultural and technical fit.

Google has entered the recruitment industry with a programme called Cloud Jobs API. It scans millions of job openings to understand patterns and connections and uses machine learning to understand both job content and intent of job-seekers, resulting in better job site engagement. The Cloud Jobs API seeks to understand differences among job titles, job descriptions, and the skills needed, and then match job seeker preferences with relevant job listings based on sophisticated classifications and relational models.

Belong scans a range of social networks and databases — from LinkedIn to Facebook to GitHub and ResearchGate — matching a company’s hiring history and position requirement to candidates’ profiles, many of them passive job seekers. Belong claims to save 15-20 hours of a recruiter’s work every week.

Disclaimer- All the views expressed are author's and not of the employer.