Recruiters and HR officers receive countless applications (online or in hard copy) every day and spend so much time on repetitive or manual tasks such as screening CVs that are often too long or not relevant to the job offer. By habitually and repetitively performing these tasks, you run the risk of not paying proper attention to the various profiles and filing qualified candidates too quickly.
Knowing how to manage the tasks and the time available, in fact, is essential to reduce those slowdowns that can delay the entry of new talent into the company.
The use of special artificial intelligence (AI) technologies makes it possible to automate and accelerate processes by supporting and optimizing the work done by recruiters. This will enable them to focus on other activities and making the application experience of candidates positive.
Inda (Intelligent Data Analysis) is the proprietary AI technology for HR that enables the automation and acceleration of processes, supporting recruiters in performing daily tasks. Time savings, reduced bias, and greater accuracy in candidate selection are just some of the benefits it brings.
Artificial intelligence innovation for recruiting:
1. Information Extraction and CV Parsing
Starting from the upload of a CV file, Inda is able to extract candidate information and store it within the database. Using Computer Vision and Natural Language Processing techniques, it distinguishes and recognizes structures, text, and images facilitating the import of biographical, professional, study, and skills data. The CV Information Extraction and Parsing system simplifies the automatic completion of the application form both when the CV is uploaded by the recruiter and when the candidate applies directly.
The CV uploaded by the candidate can be anonymized through a CV anonymization system (Anonymous Resume/CV) developed by Inda to conduct blind selections. It is a blind recruitiment tool that allows an anonymous copy of the candidate's CV to be generated in real time for sharing with colleagues and company users or externally with client companies. The anonymous CV "hide" information such as first name, last name, phone number, email, gender, nationality, date of birth, photos, links in the CV, cover letter or other digital document.
The semantic engine operating in our artificial intelligence solution tracks the most qualified candidates based on specific keywords-with varying weights-and words with similar meaning. In this way, the semantic search for the ideal candidate extends from profiles that exactly match the search key entered, to those with semantic proximity. Doing so speeds up the search and selection process compared to traditional search methods
Semantic analysis of CVs also makes it possible to assign a relevance/pertinence score (score) to the candidate by indicating the percentage of responsiveness to the search. This system makes it possible to create a constantly updated ranking of applications.
5. Job Matching
The combined work of artificial intelligence techniques and processes simplifies the semantic matching activity. Based on a Job Description or a candidate's profile, Inda is able to identify a set of candidates similar to the one being examined or the one resulting from a search for a specific vacancy. The analysis and evaluation of candidates, validated by scoring, also enables more functional matching between vacancy and candidate.
Consult a list of candidates similar to the one you are considering, in the search phase and at any other point in the process.
The Power of Generative AI
Harness the power of generative artificial intelligence to create effective content to help you capture candidates' attention!
With the integration of a generative artificial intelligence tool, you can write unique texts that can be customized to suit the needs related to the job you are looking for or your company, and save valuable time that you can devote to other crucial tasks.
1. Job vacancy text generation.
By providing some basic information, the draft vacancy is generated complete with company description, job position, and requirements to apply
2. Text writing to promote the vacancy on social networks
Starting with the vacancy, and after choosing the channel and communication style to be used, the text of a message to be used to promote the vacancy on social networks is drafted
3. Suggestion of job interview questions.
By indicating a job title, at the interview stage, it is possible to take advantage of the suggestion of assessment questions to ask candidates to test their skills and make the selection process more effective
