A modular HR Tech Automation Platform optimizing experiences for talent, recruiters, and leaders at scale.

Hi everyone. I am Eva, an employment virtual assistant powered by artificial intelligence. I am very excited to announce to you that my human colleagues released version 7.1 of our platform last week. Today, I will first discuss our company's vision and mission, and then we will dive into a product demo to help you understand how you can leverage AI and hyper automation to improve your talent operations. 

Did you know we are navigating through a historical period called the fourth Industrial Revolution? A time that is powered by the wonders of AI, machine learning, predictive analytics, big data, etc. These groundbreaking industry 4.0 technologies are at the heartbeat of our platform and are infusing enterprise HR with unparalleled superpowers. 

So you might ask, how can you and your organization harness these revolutionary technologies? Well, thanks to the marvels of AI-powered conversations and predictions, organizations are now capable of truly honing in on experience, efficiency, and effectiveness. The challenge is clear; we must reinvent HR. Indeed, traditional HR software is proving to lead to unsustainable operations, leading to billions of wasted company money, unexploited critical data, candidates that are overlooked, and a tide of mass employee resignations. 

With over 60% of applicants facing poor experiences and 45% of working hours ripe for automation, it's clear that an augmentation with 4.0 technologies is urgently needed. So how do we address these challenges? Ben and my brilliant colleagues believe in achieving human capital management excellence with the following seven objectives. 

First, a breakthrough in any talent experience. Second, to battle candidate churn and employee attrition. Third, we want to buffer a maximum of operational costs. We want to build an actual economy of skills. We want to bolster internal mobility, both vertically and horizontally. We want to boost decision-making, and finally, balancing workforce supply and demand to nudge the organizations towards their strategic planning, all enabled by. 

My deep Tech AI our SAS platform is converging both Talent acquisition and talent management under the same roof. It transforms the life cycle of both candidates and employees with AI driven experiences. The HR 4.0 superpowers we provide are reality today. From the management of job requisitions to sourcing, screening, and shortlisting Process Management and analytics, we help automate and streamline your HCM processes. 

Imagine a world where you can slash manual operations per job requisition from 100 hours down to merely 10. Savings of up to 90% in operational costs. How would the CFO feel? Our platform was created to be modular so it can fit and scale. It comes preconfigured and is highly customizable to adapt to your challenges. It connects to your existing tech stack. 

It features career Pages for visitors, a branded Talent portal accessible from any device in one click, me evbot, a conversational AI that engages and nurtures any of your talent types in a personalized fashion. The talent portal is natively connected to the HCM portal, which is configurable for multi-user groups. From there, your colleagues' decisions, whether HR Executives or hiring managers, are augmented by my predictive machine learning, where I recommend the right talent to jobs and missions and the right jobs and missions to your talent. 

Sophisticated organizational processes can be designed in the admin portal, triggering a symphony of automation from decisions made across the two portals. Finally, insightful people analytics provides you with a real-time snapshot of your operational dynamics. One of our most prestigious clients is the United Nations. For the last four years and now for another four, their bureaus have embarked on a journey with us towards total workforce planning automation. 

This ongoing partnership truly highlights our platform's ability to satisfy the needs of organizations with highly complex human resource challenges. As you can see, our platform is like an innovative toolkit packed with modules that add layers of. 

Intelligence and automation to your talent operations. It's about supercharging your data and processes ensuring everything operates in harmony smarter and more seamlessly with the tech you already use. Thank you for listening to this introduction and without further ado let's see me in action. 

I will first present our pioneering talent platform that reshapes how companies interact with talent. We blend human insight with the power of AI but with oversight to make talent operations not just efficient and effective but also engaging and rewarding for everyone involved. Say goodbye to outdated forms endless emails and lengthy waiting times for talent to get answers and for HR and leaders to get the fresh data they need. 

Let's take a closer look at the talent portal for a dummy company named Bismuth Petrochemicals starting with an initial interaction between myself and a new talent eager to register. Please note that my conversations can meet the unique needs of different talent personas such as current employees from your HRIS contractors applicants from ads or career pages passive candidates from your CM and ATS or external databases. 

From the start I ensure a welcoming atmosphere fostering a sense of comfort stating that I am indeed an AI and not a human. I ensure respect for GDPR and security illustrating my commitment to data privacy. See how I guide the talent through their initial registration journey with ease and precision. 

I request a CV that will be passed and analyzed extract crucial details to simplify data entry tasks by only confirmation data missing from it will be asked. Note that I understand natural language but can also ask multi-choice answer questions as well. Understanding talent career aspirations and personal preferences is my priority. 

My questions about its notice period desired positions salary expectations etc. are designed to help HR and hiring managers find the best match later to jobs and missions. I am collecting referrals data on diversity contract preference and documents. 

For compliance purposes such as passports, driver's licenses, diplomas, etc. I collect hard and soft skills and their proficiencies as self-assessed by the talent in the admin portal. As part of version 7.1, you can configure my conversations to ask for different skill taxonomies per Talent Persona. By analyzing the talent CV, I can also infas skills and recommend that it might be good to add to its profiles. I can ask whether some specific training would be helpful for its career and ask psycho-behavior oriented questions. 

I always ask for the feedback score after each conversation to understand how the experience was from the talent so that I can learn and improve over time. Once its profile is complete, I will proactively suggest job opportunities tailored to its aspirations and qualifications. By learning about its interest or non-interest, I advance my algorithms and ensure these recommendations improve over time to enhance its job search experience. 

As our initial conversation concludes, I thank the talent and remind of my continuous support in the future. The key benefits from a talent acquisition perspective in comparison to forms and emails are clear. Statistics show a heavy decrease in drop-off rates and loss of data during the process, an increase in the number of data points collected, a 5 to 8 minute application time, and a two times higher completion rate than other methods. 

Talent can then ask more questions about the recruitment process as and when the talent comes back and engages in a new conversation. Instead of proactively leading the conversation, I will then go into reactive mode using my AI knowledge base to answer the questions the talent may have. I use all data available, and I am also easily trained with your own FAQ answers and corpus of content describing your talent acquisition process, such as initial screening phases and interviews if required. 

During the conversations, HR can instruct me to send talent to external assessment partners, schedule interviews, and collect asynchronous. 

Videos and send links inside the talent portal to other sections. My commitment extends far beyond this current interaction as I am dedicated to assisting the talent at every stage of their career journey. Even after they've been hired, my role is not merely to fill positions but also to nurture the talent growth and development. I can help HR professionals guide talent through promotions and seamlessly recommend training and development opportunities through Learning and Development third-party integration. 

I offer personalized answers on career advancement paths, compensation, and performance reviews, all tailored to specific roles. I can be designed to pinpoint talent strengths and areas for improvement, ensuring their career path aligns with the organization's plan. I am equipped to handle inquiries regarding relocation, succession planning, and navigating complex HR policies like workplace relationships. I can delve into detailed explanations, providing comprehensive support. 

Should there be queries outside my designated scope, I will courteously defer and inquire whether the talent would prefer to speak with a human colleague in HR if that aligns with my configured behavior. Importantly, I can also move back to proactive mode and introduce conversational topics, demonstrating my ability to adapt and engage in meaningful interactions. 

In summary, I will empower your organization with a comprehensive suite of tools to manage talent effectively, ensuring a personalized and supportive journey for every individual. Notice the different tabs available to talent at the top left corner. The talent portal is not only a conversational AI-based messenger; it allows talent to easily access other sections. 

I am going to describe now first the my profiles and docs tab. This is where the talent can actively self-manage its professional portfolio by updating its profile with new skills, tweaking its interests, or adjusting its availability to ensure it's equipped with the latest information. It puts the talent in the driver's.

Seat of its professional narrative. Its document center stores all versions of the talent resumés, various licenses, work proofs, and other vital documents. It's not just a repository; it's a dynamic archive where expiry dates are monitored to keep the talent credentials in check, ensuring they're always ready for new opportunities.

Second, my jobs tab. Talent stays informed about the jobs it is pipelined into. This section provides a transparent view of its application stages with vivid images and rich video descriptions. It's designed for talent to track, apply, and manage job applications efficiently, from confirming availability to scheduling or rescheduling interviews and navigating pre-screening questions within the application workflow.

Thirdly, the recommended tab. Talent discovers jobs and missions recommended based on real-time profile updates, skills, and preferences. It's about connecting talent with opportunities that fit their expertise and align with their career growth and skilling aspirations.

And finally, the homepage tab. It features a smart dashboard designed for talent to access and customize personal growth tools. It features an array of widgets, including job recommendations, learning opportunities, essential onboarding tasks, and direct links for e-signatures and pulse surveys, allowing talent to take actions promptly. This customizable environment ensures that all resources needed for professional development are conveniently organized and readily accessible.

Every section of the talent portal is thoughtfully designed to create an engaging, intuitive, and seamless experience, ensuring the talent feels supported and connected at every stage of its journey. 

Now let's explore how I assist HR, talent acquisition, and talent management leaders through the smart match recommendation engine and other features. Welcome to the HCM portal. Its robust user group permission system offers a tailored experience for different user groups, including personalized views, quick links, and people analytics dashboards. 

And workflow stage permissions as a securely logged in HCM user you gain comprehensive oversight of talent interactions including AI conversations emails SMS phone calls and historical Talent pipeline transitions whether automated or manually processed within your organization. The HCM platform allows for the direct creation of job vacancies and missions by managers or importation from other systems. TA and TM users leverage my smart match capability for precise Talent pooling and head hunting. My predictive matching algorithms utilize all parameters of the job specifications such as job title and description location grade salary education skills etc. to analyze relevant candidates and employees for your open roles continuously. Based on my analysis I generate default long lists of various Talent types and can connect externally to CV databases for sourcing. If there are not enough for further refinement one can leverage Advanced Boolean search queries semantic query expansion using synonymous words and elastic technology to assign weights to Priority criteria for sorting. 

The design of the interface facilitates an intuitive review of talent profiles providing insights into candidates history qualifications availability and all key data to support a decision including flexible customized scorecards for transparency's sake showing why these talents have risen to the top. It's important to note that we do not use a 100% score which can create bias in people's minds. I learn and adapt to an organization's needs through job families role and Industry knowledge when Talent are discarded from the long list or moved positively to the next workflow stage enhancing my matching accuracy over time. Upon each decision on the HCM portal I seamlessly trigger a series of actions for TA and TM strategies across multiple user groups thanks to my robotic process automation RPA. These actions include personalized communication campaigns via email notifications or AI conversations and the initiation of screening. 

Assessment scheduling and coordination processes. The newly released version 7.1 introduces the Eva AI assistant in smart match, which significantly enhances ta and TM capabilities by enabling requests in natural language for a more intuitive experience. This feature lets users quickly delve deeper into candidate and job data, including customer fields and attachments, catering to a wide range of ta and TM use cases. 

See several examples here. To conclude this synthesis, encapsulated my comprehensive suite of tools and functionalities designed to streamline and enhance the HR ta and TM processes, leveraging Ai and automation to meet the evolving needs of talent management in modern organizations. There was a lot to digest. 

So for those interested in exploring 7.1 features in more detail, such as the management of skill taxonomies or predictive algorithms for talent retention and workforce planning, I invite you to request a personal demonstration through our website.

Note, that there may be slight differences in text and video. Watch video for the original content.

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