blog.eva.ai

AI will not replace RPA according to most experts, though it is understood that RPA tools that use AI will replace “normal” RPA tools that do not. By automating the most time-consuming and cumbersome tasks of talent discovery – which has been identified as the screening and reviewing of resumes to find the proper match against often-times fuzzy job descriptions – recruiters have quicker access to a pipeline of pre-qualified candidates and are thus able to devote much more time in the engagement and outreach part of the recruitment funnel. Using AI in automation when it comes to some of the engagement Bots (as previously detailed in the RPA section) to select candidates based on data-based criteria would significantly reduce the risk of unconscious bias during the recruitment process. The level of engagement post roll-out of these RPA tools has consistently increased across all organization according to the Forrester Research 2018 RPA Report.

Our idea of a new kind of recruitment powered by a blend of best-in-class latest technologies was recognized this year as we were named UK 2019 HR Tech start-up of the year. Now, we’re delighted to announce our partnership with ZipRecruiter on a new feature in our platform that helps connect great candidates with more available opportunities faster and at scale. Simply put, EVA’s partnership with ZipRecruiter (the fastest-growing online employment marketplace) is about finding a job faster and easier than ever before. We provide direct access to our top-of-funnel platform, enabling employers to post their jobs to ZipRecruiter marketplace with the single press of a button.

It empowers firms to accurately identify specific areas of the business where unconscious bias is most prolific, benchmark their recruiting processes against industry standards and present insight to drive change. With the proliferation of chatbots, automated job applications and video interviewing to remove human biases in a recruitment process, there is a risk that the absence of human interaction could make individuals feel devalued by an organisation. You want to ensure you’re finding the right balance between removing human judgment from the process where bias is most prolific, and also incorporating team members enough for prospective candidates to get a sense of the culture of your firm and remain invested in the organisation. The successful implementation of D&I technology hinges on the ability to convince law firm leaders to commit to both purchasing and investing the time to utilize such resources. Eva.ai is featured as D&I technology vendor that “undergoes a rigorous verification process with an organisation through real user testing, based on over 1 million interactions with its training data.

Back in 90s, HR departments were drowning in the see of paper - newspaper clippings, file cabinets, and rolladecks were the closest things we had to an ATS. While it was a big step forward, Recruiters were still posting their job openings manually and combing through resumes for hours. While addressing a problem in isolation, they create a disjointed technology stack when systems fail to communicate with each other. So what’s the next step for an ATS? Tracking applicants in their hiring process isn’t enough.