In Recruiting, AI Gets Real

SEMA News—December 2018


By Joe Dysart

In Recruiting, AI Gets Real

AI recruitment software is automating the search for prime job candidates as well as the preliminary interviews.

While the wonders of artificial intelligence (AI) are often hyped beyond recognition, AI-powered recruitment software is actually offering real advantages to businesses. Scores of firms are currently using AI-driven recruitment software to automatically crawl the web for the kind of job candidates they want, auto-interview them via text chat or video on the spot, and then auto-schedule the most promising candidates for follow-up interviews by the person who does the hiring. Other programs automatically rifle through résumés submitted at your website for candidates with the exact qualifications you want. And still others design neuroscience games your job candidates can play, which glean the people who best exhibit the traits, skills and characteristics you’re looking for.

“Artificial intelligence has the potential to deliver what recruiting has been craving: Find more and better candidates and reduce time and cost to hire,” said Shobhit Gupta, business strategy and operations lead for AllyO (, an AI-driven recruiting software package.

AI recruiting software has also become wildly popular. According to a 2018 survey by business consulting firm Korn Ferry, 63% of HR pros say that AI has already changed the way they recruit, and 69% say that AI has helped them source better candidates (

Below is a representative sampling of what you can do with AI recruiting software right now.

Robot Vera ( A chatbot recruiter, Robot Vera can be embedded on your website to instantly interview people who submit résumés or apply for a job with your company in similar ways. Core to the application is a self-learning neural network that was initially trained to chat with people by reading Wikipedia, “watching” TV shows, and studying countless help-wanted ads and job interview questions.

Each time Robert Vera interacts with a person, it’s programmed to learn from that experience and be smarter when chatting with the next person. The software can also automatically scan résumés on job sites, phone candidates with the right qualifications, and propose an interview on the spot. Robot Vera is also relentless: It can make up to 10,000 phone calls simultaneously.

VCV AI ( Similar to Robto Vera, VCV can screen hundreds of thousands of résumés to find the kind of staff you’re looking for and then reach out to prospective clients, offering either an online chat or a phone call as an interview format. Like Robot Vera, it can make hundreds of calls per minute, and it uses voice-recognition technology to “talk” with job candidates and fill them in on details about your job opening.

The system can also be programmed to use facial recognition—combined with predictive analytics—to screen for the personal characteristics you’re looking for in an employee. Videos of select interviews can then be sent to whomever is doing the hiring at your company for final review and action.

Mya ( Similar to VCV AI and Robot Vera, Maya chats up people applying for jobs at your company as well as passive hires who look like good prospects. After screening and qualifying, Mya sends its picks to your company’s applicant tracking system along with a transcript of its interviews with the promising candidates it has found.

Entolo ( The key component of Entolo’s software is an AI-driven web crawler that looks into every nook and cranny of the web—including LinkedIn, Facebook and Twitter—to find candidates that match the kind of people you’re looking for. It also automatically sorts, analyzes and ranks a person’s fit for an open position across several attributes, including job title, work history, skills, likeliness to leave their current role and more.

Entolo also directly contacts promising candidates—either automatically or on a schedule designed by the person doing your hiring. And its follow-up messaging helps ensure that you stay in contact with your most promising prospects.

Google Hire ( Already a popular recruiting program, Google Hire got an AI upgrade in 2018 that helps eliminate many of the repetitive tasks associated with the hiring process. For example, Google Hire’s AI can be programmed to highlight the skills you’re looking for in the resumes that are submitted to your company. It can also help automatically schedule interviews with promising candidates.

ZipRecruiter ( One of the largest online employment marketplaces in the United States, ZipRecruiter’s AI component can be used to surface the most promising candidates on its board. The feature works by studying how employers rate the people applying for work on ZipRecruiter.

Generally, people who apply for any and all jobs on the jobs board are very likely to get a “thumbs-down” rating from the employers who use the service, so the system eliminates such candidates from serious consideration. Next, candidates who get a “thumbs up” from employers using the board are studied for the traits, skills and characteristics they exhibit—insights that ZipRecruiter uses to recommend candidates with a similar profile.

Pymetrics ( Pymetrics is a specialized AI HR tool that enables you to assess the character and skills of prospective employees via games that it furnishes candidates to play. Pymetrics designs the games by inviting your most successful existing employees to play its neuroscience games and then gleaning data on their traits and strengths based on the way those employees play those games. Subsequently, Pymetrics uses that data to judge potential hires who play the same games, looking for people who have the same traits and characteristics of successful people already working at your company.

Arya ( Arya takes a similar approach to AI hiring by studying the traits, skills and characteristics of employees you consider to be the most successful and then crawls the web for job candidates with similar profiles. The program also gets smarter over time about the people you’re looking for by studying the performance of your existing employees based on their performance reviews, the speed at which they’re promoted, and the length of time they stay at your company.

Joe Dysart is an internet speaker and business consultant based in Manhattan.


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