Mya uses AI and natural language processing to engage job applicants through online chats, initiating a conversation after a candidate has applied on the enterprise’s job site. Dialog management capabilities enable Mya to guide the conversation. This includes answering questions from applicants about company culture and policies.
“At each point in the conversation she is processing the current state, action and result,” Mya Systems explains. “Once the conversation is complete, she will send a scorecard and transcript to your applicant tracking system.”
Should a job candidate impress Mya, the chatbot will schedule an interview and notify human decision-makers in HR.
Streamlining a process as complex as hiring employees undoubtedly is a big benefit to enterprises, particularly when hiring executive and technical talent, which can be a drawn-out process that ties up HR professionals while leaving enterprise teams to cope with productivity-challenging vacancies.
One potential drawback to using chat bots in the recruitment and early screening phase is that some candidates will be turned off by the process. According to Mya Systems, 80% of job candidates re-engaged with Mya in-app or via text after an initial exchange. That means only 20% essentially dropped out of the process (before we ever got to know what they perceive to be their biggest weakness!). Given the vast reduction in time to hire, that seems like a reasonable trade-off.
Is your enterprise using AI to help make hiring decisions? And is it helping? Let us know in the comments section below.
This blog first appeared on DXC Technology Blog.
Author: Chris Nerney
Chris Nerney is a technology writer who covers mobile technology, workplace collaboration, automation, AI and cloud computing. He lives in upstate New York.