Challenge: The hiring process is time-consuming and resource-intensive.
Solution: Introducing an automation SaaS designed to streamline the hiring process.
Our platform simplifies the recruitment journey by allowing employers to specify the desired role through a user-friendly prompt, such as “Senior Full Stack Developer.” Once provided, the system automatically disseminates job postings across a range of platforms, including LinkedIn, Indeed, Naukri, Glassdoor, and more using the knowledge of the company and their products.
Utilizing AI, the platform evaluates incoming applications, ranking them based on suitability for the role. It doesn’t stop there—our automation seamlessly progresses candidates through subsequent stages. For technical assessments, the system tailors questions and problems according to the specific requirements of the role, ensuring a targeted evaluation of candidates’ skills.
Top performers from the technical evaluation are then efficiently scheduled for final 1-on-1 interviews with key decision-makers, streamlining the process for both employers and candidates.
If you’ve encountered a tool that aligns with these features, I’d love to hear about it. Additionally, if you’ve had used the tool, feel free to share any areas where it may fall short.
From the employer’s perspective:
I’ve hired for technical roles at mom and pop (<40) to snall sized (1000 ppl) companies.
Larger employers have standardized job descriptions for a reason. But even smaller ones may need to vet these before they go out to make sure they are in line with hiring manager expectations, legal requirements, company requirements.
I’m not sure if I would delegate any technical questions to an AI. The company systems and processes, gaps in the team, the industry, and the company all factor into the questions that should be asked during the interviews. Also, the questions should tie into the applicants resume and work experience so it is more of a discussion.
The app would need to allow some human intervention on the scoring system so you are not getting too many or too few applicants to the next stage.
From the employee perspective:
I appreciate that technology and digitization is pushing things to evolve. But as an appliicant
I can’t get behind interviews that don’t have any human interaction. This is a two-way conversation between me and the employer, and there is nothing more soulless than filling out applications that already answer questions that were on my resume, only to speak to an AI avatar or key in answers into yet another system that will decide whether I make it to the next round. As an applicant I would not apply to a company that used this system.
There are already a lot of these automated screening systems in place today that will kick out resumes if they don’t keyword match the job description properly.
This is an arms race. Applicants are using AI to generate resumes and cover letters, and employers are using AI to read and screen them. So frankly the signal to noise ratio is jumping off a cliff. And the people who are applying who I talk to are telling me it’s getting even harder and harder to find new work.
Again, I appreciate technology is evolving so processes have to adjust. But most people are not CPUs ready to be hooked up to the matrix.
I would suggest that you reach out to HR and others that have been in hiring roles to get better feedback.
Actually , i am trying to automate and streamline only the tedious task like
- creating and posting job openings in multiple websites
- going through lots and lots of resumes and other links and files to filter out applicants
- automating a technical round normally a coding or other online assessments
and finally providing insights on the performance and then scheduling the meetings on the Google meet or application of their choice
for further human interaction needed process like
- 1 on 1 technical round
- Behavioral round, etc .
What do you think ?
I think this might work for a very specific subset of roles. Perhaps, as you say, programmers at a certain level. Or perhaps a VA. Not sure how this would work for broader engineering roles. How would you hire for a marketing job like this?
I would still go through and try to refine your target market - it’s not all companies that are hiring but some specific subset. I am not in your target market so you might just ignore most of what I’m saying. But I do think you should find the right people to reach out to that need this.