Any job seeker or talent acquisition professional will tell you about the challenges in the digital candidate experience. On one side, exasperated candidates blanket job websites with resumes and cover letters. On the other, overwhelmed talent acquisition teams struggle to read, evaluate, and process thousands of candidates a week.
Candidates seeking employment feel lost. They are adrift in a sea of thousands. They cling to the hope that an algorithm will latch on to the latest buzzword they added to their resume and rank them a few points higher than the rest.
Talent Acquisition departments feel lost too. No organization can realistically evaluate the sheer volume of digital applicants while simultaneously aligning with the strategic direction of their business. Even highly efficient talent acquisition teams struggle to maximize the value of their talent data once it’s been collected.
For both candidates and talent acquisition teams, the status quo is unsustainable. The only way to handle the volume of candidates with integrity is with intelligent automation. Artificial Intelligence for talent acquisition is here. Vettd can help.
The best way to understand Vettd’s technology is by visualizing a talent acquisition professional, let’s call her Valerie.
Like all professionals, Valerie showcases different skills depending upon her environment, surroundings, and audience.
Valerie dreams of spending more of her workday as the Strategist and the Creator, but the Doer’s responsibilities take up too much of her time. In the past, Valerie would have to accept this as a reality of the job, but now Vettd can help Valerie realize her dream.
Vettd can use automated Neurals (read: ‘AI models’ if you prefer) to clone the most tedious of The Doer’s workflows. Valerie can train Vettd’s Neural to complete her workflow to the same high level of expertise as Valerie herself. For example, she could use a Neural to classify skills in inbound resumes. Now, Valerie doesn’t need to sink hours each day into reviewing and skill tagging hundreds of resumes. With the Neural in place, she can use her Strategist or Creator’s brain to supervise her Doer Neural and even change how it works if her organization decides to change course.
Ultimately, Valerie is more satisfied getting to spend more time as a Strategist and Creator. Her manager is happier too — she loves that Valerie can contribute great insights to the team while continuing to make great hires.