This week on T3 I review the new recruiting artificial intelligence called Karen. Karen.ai provides candidate screening and candidate conversation service to improve brand interactions and improve your organization’s talent.
You’ve probably heard this technology called a chatbot. That simplifies the concept, but it also misses the mark on what technology like Karen actually does. Karen’s AI is built to read a resume of a candidate like a human would read a resume, not a computer, as best that’s possible.
Before analyzing what candidate is best for the job and then ranking them for your recruiting team, Karen first pulls in three buckets of organization information. Company baseline personality insight based on the Big 5 Personality inventory, the unstructured data of your job descriptions and conceptual inference (you need someone with Word docs experience, but the resume only show Google docs experience – the AI knows this is basically the same skill set).
The company and team personality insight ensures that Karen is just a simple algorithm to match skills to job descriptions, but truly looking at a level of organizational fit, as well as the normal skill assessment to the job requirements.
What I like about Karen.ai:
– Karen is basically an invisible layer of technology between your ATS and Recruiters that is constantly working 24/7 so when a candidate applies they will immediately begin your process and start engaging with you immediately.
– Karen ranks all those that apply and makes it easy for your recruiters to know who they should be spending time with first. No more FIFO (first in, first out) recruiting, no matter how many apply for the position. So, you have a better chance at raising the quality of your hires immediately.
– Karen’s AI will also engage every candidate via chat or SMS to measure their engagement level as well, so you know which candidates are the most engaged with your brand.
– Dashboard will show you what the AI is assessing and then you can add or remove certain factors and re-rank to get even more specific to what you’re looking for.
I’m a huge fan of recruiting AI when used in a way that doesn’t degrade your candidate experience and still allows you to take advantages of the effeciency gains you get with the technology. Karen helps your recruiters know which candidates they should be at least touching first, and helps your team go through high volume while still getting talent that will more closely match your organization.
If you’re not demoing recruiting AI you should be. Karen is a great one to start with, check it out!
T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find. If you want to be on T3 – just send me a note – firstname.lastname@example.org