This tool has solely been researched by the WilsonHCG Innovation team.
Summary
At their first company, co-founders Somen and Shaun struggled to make data-backed hiring decisions. Frustrated with the gut-feel approach, they knew there had to be a better way. At an exciting time for artificial intelligence exploration and development, Ideal was born.
From day one, Ideal has focused on building an AI-obsessed team.
With backgrounds ranging from Industrial Organizational Psychology to Computer Science, the Ideal team has attracted top AI and ML talent from around the world!
Tinkerers, problem solvers and AI enthusiasts thrive at Ideal.
Ideal uses AI to optimize your talent intelligence and improve quality of hire. Sound interesting?
Product Summary
Artificial Intelligence For Recruiting
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- You are already sitting on a gold mine of resumes, screen prior candidates, maximize your talent pool and speed up your sourcing!
- Use artificial intelligence to scour external and internal databases 24/7.
Additional Resources
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Technology Demo Notes
HERE is a case study from Indigo Books & Music's Principal Staff Officer, Sarah Wilson.
Information from call with Ideal this am
Claim to be an AI /Recruiting Concierge that plugs into the ATS and provides additional capacity for high volume hiring projects,
* Rediscovery - Scrapes existing ATS DB
* Source - leverage customer paid tools /DB's to harvest new candidates
* Inbound - manages all inbound candidates
Uses their AI (TBH seems more like Machine Learning) to screen, score and index candidate pool into long list
Charges by the transaction (eg $240k PA for 1m screens), will consider NTE pricing
Not clear on Mobile front end???
Did not probe @ Text /Video etc
Does NOT
Gamify front end
Active Screen via Robot nor virtual interview candidate
Calendar interviews for candidate/HM
Collate feedback @ candidate /HM
Check Candidates
Onboard Candidates
Disposition Candidates
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- Handling volume with qualitative assessments leading to hiring impacts
- Goal is to have RCs take part further down the road with quality shortlisted candidates already gathered
- Removing bias in screening
- Screening & matching solutions
- Screening incoming candidates against data sets like who you’ve hired, etc.
- Algorithm can assess from an ATS on historical data, too
- Uses Chatbot technology to reach out to “good candidates”
- Qualify them based on configurable questions based on job requirements
- Automate workflow within the ATS
- Allowing RCs to reach out to candidates further down the line (when they’re ideally already determined to be worth the time)
- Candidates who are unsuccessful for some roles can be “Rediscovered” for different roles (matching)
- Breaks down why they would fit and their application history
- ATS-integrated
- Does not have a data upload option (ATS only)
- Determines fit based on data from previous ATS events and candidates
- People who were hired, interviewed, rejected, etc.
- Communications and automated processes/evaluations through Ideal is branded to the company (branded experience)
- Customize evaluation content
- Compliant with Privacy legislation requirements
- For RPO use, the model is that Ideal works with the RPO (Wilson) to facilitate agreements with clients (Ideal does not strike these agreements directly with the client companies)
- Exists on their actual ATS (not our CRM mirror)
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