/ Artificial Intelligence

An Overview of A.I. in HR – Part Two

Application Use Cases

Talent Sourcing

Talent acquisition and new hire on-boarding are both ripe areas for A.I. assistants to tap multiple data sources to develop candidate profiles, schedule interviews, and make decisions about prospective job candidates.

Entelo provides a service called Envoy, a new offering that’s designed to automate many of the steps that recruiters and hiring managers that they currently perform manually. Instead of pouring over profiles of potential hires to match a worker with a job vacancy, the Entelo Envoy software automates the task of matching workers with the job - including optimizing the candidate outreach via email.

“Rather than the conventional outbound search process, where a recruiter searches by various attributes they might be looking for, Envoy flips that process on its head. You basically upload your job description into Envoy and we parse out the skills and experience, and look at all of our A.I. and machine learning technologies to determine who might be the best candidates for this role.” --Mike Trigg, Entelo’s Chief Marketing Officer.

Photo by rawpixel / Unsplash

Attracting Talent

Many professional networking and job-search sites, such as LinkedIn, Glassdoor, and Indeed, employ machine learning algorithms to provide job recommendations to their users. Using data acquired from a user’s activity, such as posts, search history, clicks, lists of connections, and other such criteria, these algorithms help recruiters by enabling attraction and direction of talent to interested companies. Through the use of A.I., the system “understands” the nuances of job titles, descriptions, skills, preferences, and matches job seeker preferences with relevant job listings.

Pre-Qualification Automation

Recruitment automation in the form of chatbots allows human recruiters to provide these consistent updates in real-time – by asking pre-qualifying questions related to the job requirements and providing feedback, updates, and next-step suggestions. By automating repetitive tasks, such as answering the same questions about a job, chatbots enhance the pre-qualification capabilities of a human recruiter without additional strain on their time. Chatbots can thus reduce the costs of hiring significantly. Via SMS, email, or through your career website, a chatbot can ask screening questions, answer FAQs, and even schedule an interview simultaneously – with hundreds to thousands of candidates – in real time.

Chatbots can greatly reduce a recruiter’s workload by collecting and feeding information into your ATS or by sending directly to a human. By adding sentiment analysis and computational linguistics, the selection process can be accelerated, multi-focused, and neutralized, and the candidate’s experience measured autonomously. The expectations of the candidates are matched with the expectations of the teams they might be joining.

Implementing A.I. on the part of recruiters or HR is straightforward; they simply direct potential hires/recruits to first engage with chatbots and/or A.I. video interviewers, much like they would with a human. When engaged in text interactions, the A.I. can ask and answer basic questions, and forward questions it can’t field back to the recruiter. It can determine promising candidates immediately and move them to the next process, typically a video interview.

Unlike a human, the A.I. video interviewer uses voice and face recognition software, analyzing up to 250,000 data points including language use, vocabulary, tone, facial movements, body language, emotional engagement, and thousands of other verbal and non-verbal cues, all of which a human interviewer might miss. The end result is a rich candidate profile provided to the recruiter/hiring manager before they even consider the hire. This can happen at any time convenient to the potential hire, day or night. It also frees up more of the recruiter's time to examine top performers.

A Few Examples of Solution Providers

HireView employs video interviewing software and assessments using predictive, validated I-O science, and A.I., augmenting human decision-making. They work with such leading brands such as Vodafone, Intel, Tiffany & Co., Honeywell, Qantas, Carnival Cruise Line etc.

Mya understands natural speech and responds with intent. It uses Natural Language Understanding to pick up on details in conversations, using a deep learning-based multiple intent classifier, named entity extraction and sentence semantic analysis. This allows Mya to find meaningful information from the candidate's responses. It uses Dialog Management to lead the direction of the conversation, and based off the candidate’s answers, evaluates relevancy to the position's requirements and determines how to proceed.

Montage employs on-demand interviewing software, allowing candidates to complete interviews on their own time, which also helps simplify the screening process for recruiters. The interview can be configured according to job requirements and needed skills. It offers on-demand text, voice, and video interviewing. Integration with major enterprise ATS systems and calendaring solutions allows automatic scheduling, facilitating the A.I.’s hand off to a human recruiter.

Entelo Envoy automates tasks associated with talent sourcing using A.I. and predictive analytics, sourcing interested, appropriate talent for open positions and emails to the recruiter. Its machine learning algorithms systematically sort through millions of potential candidates to present unbiased results.

Analyzing Candidate Journeys

Adapting the consumer profiling approach, the team collected data and information to understand the candidate better, build candidate personas, and explore the candidate’s journey in the recruitment process in order to understand their emotions. This is focused on the fact that every candidate is a (potential) client or customer to the goods and services they offer. Creating a “prospect-centered experience” for the talent helps both in customer relations and referrals of the talent’s peers to the company.

Technology applied

The previously described A.I. technologies (chatbots, voice chat, and video interviewing) also makes the process more enjoyable for the prospective candidate, as they enjoy flexibility of scheduling and a more focused recruiting process, saving them time and aggravation. Perhaps more importantly, the response of an A.I. can elicit positive feelings toward the company merely by contacting them:

“"Even when candidates don't get a job, they're excited to hear back at all because they're so used to the black hole of resumes," – Mya Systems' founder Eyal Grayevesky

An Expanding Field

A.I. in recruiting is still new and has a lot more room to grow. At one count, there were more than thirty different recruting companies employing A.I. in one fashion or another to automate the sourcing and hiring process. It’s clear that A.I. in HR is in its infancy, and will only continue to evolve and increase in efficiency as the technology refines and evolves.

We will continue our overview of A.I. in HR in Part Three. Stay tuned!

– Frank Fichtenmueller, CTO


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An Overview of A.I. in HR – Part Two
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