Oxygen获得230万美元的资金,为自由职业者提供免费银行及信贷服务
Oxygen是一家位于加利福尼亚州旧金山的数字银行服务公司，为自由职业者提供免费银行服务和固定费用，零利率信贷额度，1月29日宣布筹资230万美元。
支持者包括：
- Digital Horizon Capital;
- Cynthia Chen，几位美国金融科技公司的投资人，顾问，执行董事和董事会成员，现为图的联合创始人兼首席风险官;
- ZMT Capital（中国）;
- Locus Ventures;
- 忍耐资本;
- PioneerFund;
- 魔术城;
- 灯桥;
- 草莓溪;
- Base Ventures;
- House House和
- Sam Yam，Patreon的联合创始人。
该公司打算利用这笔资金来扩大团队并加速业务增长。
在创始人兼首席执行官侯赛因艾哈迈德的带领下，氧气跟踪自由职业者的账单，预测他们的收入并提供即时信贷。该服务可通过其移动银行应用程序访问，该应用程序已在iOS和Android版本中提供。用户可以购买Oxygen Premier并按月支付固定费用以获得全方位的免费银行特权和固定费用，零利率线信用。
硅谷
2019年02月02日
硅谷
一体化人力资源和福利平台GoCo完成700万美元A轮融资，总部位于美国休斯敦
1月31日，总部位于德克萨斯州休斯顿的人力资源和福利平台 GoCo筹集了700万美元的A轮融资。
GoCo融资总额达到1250万美元，由ATX Seed Ventures领导，其中包括UpCurveInc，中小型企业（SMB）解决方案提供商以及其他战略投资者的投资部门。
该公司打算利用这些资金在所有部门中进行招聘，继续进一步开发平台，扩展其产品并广泛扩大其客户群。
GoCo首席执行官Nir Leibovich，首席技术官Jason Wang和首席产品官Michael Gugel于2015年成立，为各种规模和垂直行业的商业客户提供基于网络和移动的人力资源和福利平台，包括零售和健身房特许经营，学区，技术公司，房地产经纪公司，医疗保健酒店组织等。
该平台提供人力资源功能，如员工入职，安全云存储文档管理，电子签名工作流程，休假跟踪和人力资源数据报告，以及简化的福利登记和管理，工资单同步和人力资源合规性支持。
UpCurve是New Media Investment Group Inc.的全资子公司，专注于为中小企业提供引导式技术解决方案。除了A系列投资外，UpCurve和GoCo正在探索合作伙伴关系，将GoCo的技术引入UpCurve的全国性业务分销网络，作为首要的人力资源解决方案，这将使GoCo能够利用New Media的200,000多个活跃的客户关系，并将当地市场扩展到额外的500万中小企业潜在客户，并成倍增长GoCo的客户群。
该公司还与OneDigital和PayneWest等员工福利保险机构以及Word＆Brown等一般机构建立了合作伙伴关系网络，以提供其技术，作为其现有保险福利服务客户的增强功能。GoCo还与领先的薪酬服务提供商ADP，PayChex，Paylocity，Intuit Quickbooks等自动同步，从而使企业能够通过与GoCo平台集成来维护其福利经纪人和薪酬服务提供商。
值得注意的是该公司的联合创始人Jason Wang 是成功的连续华人创业家~赞！
该公司还得到Salesforce Ventures，Corp Strategics，GIS Strategic Ventures，Guardian Life Insurance的风险投资部门和Digital Insurance的支持。
以上由AI翻译完成，来自HRTechChina
GoCo Raises $7M in Series A Funding
GoCo, a Houston, TX-based HR and benefits platform, raised $7m in Series A funding.
The round, which brought total funding to $12.5m, was led by ATX Seed Ventures with participation from the investment arm of UpCurve, Inc., the small and medium-sized business (SMB) solutions provider, among other strategic investors.
The company intends to use the funds to hire across all departments, continue to develop the platform further, extend its offerings and broadly expand its customer base.
Founded in 2015by CEO Nir Leibovich, Chief Technology Officer Jason Wang and Chief Product Officer Michael Gugel, GoCo provides a web and mobile based HR and benefits platform for business customers of all sizes and verticals, including retail and gym franchises, school districts, technology companies, real estate brokerages, healthcare hospitality organizations and more.
The platform provides HR functions like employee onboarding, secure cloud-storage document management, eSignature workflows, time-off tracking and HR data reporting, as well as simplified benefits enrollment and management, payroll sync and HR compliance enablement.
UpCurve is the wholly owned subsidiary of New Media Investment Group Inc., focused on delivering guided technology solutions to SMBs. In addition to the Series A investment, UpCurve and GoCo are exploring a partnership to bring GoCo’s technology to UpCurve’s nationwide business distribution network as the premier HR solution, which could enable GoCo to leverage New Media’s 200,000+ active customer relationships and local markets reach to an additional 5 million SMB potential customers, and exponentially grow GoCo’s customer base.
The company also has a partnership network with employee benefit insurance agencies like OneDigital and PayneWest, and general agencies like Word & Brown, to offer its technology as an enhancement to their existing insurance benefits services clients. GoCo also auto-syncs with leading payroll providers ADP, PayChex, Paylocity, Intuit Quickbooks and more, thus enabling businesses to maintain their benefits broker and payroll provider by integrating with GoCo’s platform.
The company is also backed by Salesforce Ventures, Corp Strategics, GIS Strategic Ventures, the venture arm of Guardian Life Insurance, and Digital Insurance.
硅谷
2019年02月02日
硅谷
SAP 开启SAP.iO在旧金山的HRTech冬季孵化项目，将在未来3个月内加速全球7家人力资源技术初创企业的发展。
SAP SE (NYSE: SAP)今天宣布了SAP. io在旧金山2019年冬季项目的启动。作为计划的一部分，SAP将在未来3个月内加速全球7家人力资源技术初创企业的发展。
与SAP SuccessFactors management合作，这一消息将在旧金山SAP. io办公室的群组发布日发布。
这一新的群体包括正在开拓令人兴奋的人力资源新能力的初创企业，例如革新招聘的辅助智能、基于成人学习和游戏化科学的移动微学习、支持人工智能的师长匹配，以及用于提高团队绩效的基于行为科学的开发工具。被选中的初创公司将获得精心策划的指导，并接触SAP技术和应用程序编程接口(api)，并有机会与SAP客户合作，后者可以从他们的解决方案中获益。
旧金山的这批学生收到了100多名申请者，其中16家公司被邀请参加2018年11月的选拔日。七家初创企业被选中加入这一行列，其中五家企业的创始人是女性和少数族裔，这反映出SAP致力于多元化，并与SAP. io无国界项目(SAP. io No Boundaries initiative)保持一致，为代表性不足的创业者提供风险投资和孵化服务。
io董事总经理Ram Jambunathan说:“我们很高兴有机会和荣幸与这些令人惊叹的新生代人力资源生态系统的‘新星’合作，并通过发挥SAP的最佳能力来支持他们，因为他们正在构建为SAP客户提供高价值的创新解决方案。”
该队列包括以下初创公司:
Paradox:正在改变全球人才获取和候选人体验的辅助智能平台。该公司的旗舰产品Olivia使人才获取和人力资源专业人士能够专注于他们最擅长的工作，即人际互动，而Olivia则专注于经验、自动化和智能。
Censia:基于人工智能和机器学习的预测招聘解决方案，由世界上最大的专业数据平台之一提供支持，该平台可以自动识别和吸引最受需求的人才获得机会。
Sounding Board:领导力发展平台，提供可扩展的、个性化的培训，帮助企业培养下一代领导者。它将一流的培训与企业级技术和完善的培训方法相结合，以推动积极的业务成果。
Gnowbe:为商业影响而设计的移动微学习和参与解决方案，通过变革式学习革新企业教育——随时随地可用。它的一口大小的社会学习和游戏化鼓励积极参与和激发行为改变。
NextPlay:一款人工智能应用，可以帮助内部导师进行规模匹配、跟进和目标跟踪。该公司的聊天机器人将员工的职业发展个性化，帮助企业吸引、发展和留住更多样化的人才。
RallyBright:团队开发平台，通过为商业领袖提供可操作的、基于行为科学的团队优势和弱点洞察，提高团队绩效和活力。
Disco:实时反馈工具，旨在提高工作中的赞赏，加强组织的使命和价值观。它集成到人们在工作中使用的工具(Slack、微软团队等等)中，当员工超越自己，管理者可以在工作中传播积极情绪的同时查看详细的文化报告，这有助于庆祝。
Paradox: Assistive intelligence platform that is transforming global talent acquisition and the candidate experience. Its flagship product, Olivia, enables talent acquisition and HR professionals to focus on what they do best, human interaction — while Olivia focuses on experience, automation and intelligence.
Censia: Artificial intelligence and machine learning–based predictive recruiting solution powered by one of the largest professional data platforms in the world that automates the process of identifying and engaging the most in-demand talent for opportunities.
Sounding Board: Leadership development platform that offers scalable, personalized coaching to help enterprises grow their next generation of leaders. It combines best-in-class coaching with enterprise-grade technology and the Sound Coaching methodology to drive positive business outcomes.
Gnowbe: Mobile microlearning and engagement solution designed for business impact by revolutionizing corporate education through transformational learning — available anytime, anywhere. Its bite-sized social learning and gamification encourage active engagement and inspire behavior change.
NextPlay: Artificial intelligence app that facilitates internal mentorship matching at scale, follow-ups and goal tracking. Its chatbot personalizes employee career development to help companies attract, develop and retain more diverse talent.
RallyBright: Team development platform that improves team performance and dynamics by empowering business leaders with actionable, behavioral science–based insights into the strengths and vulnerabilities of their teams.
Disco: Real-time feedback tool designed to boost appreciation at work and reinforce organizational mission and values. Integrated into tools people use at work (Slack, Microsoft Teams and more), it helps celebrate when employees go above and beyond and enables managers to view detailed culture reports while spreading positivity at work.
SAP SuccessFactors产品全球负责人艾米•威尔逊(Amy Wilson)表示:“我们非常高兴地欢迎这个创新团队加入2019年旧金山冬季班。”“SAP热衷于推动技术进步，让人们在工作场所变得更人性化，而入选的令人印象深刻的初创企业，肯定会帮助人力资源和商业领袖以新颖和创新的方式解决当今一些最大的人力挑战。”
该项目将在2019年4月的演示日展示。
关于SAP.iO
io正在SAP生态系统中发展一代革命性的软件业务，支持有远见的企业家利用SAP数据、api和技术来构建产品、寻找客户和改变行业。io使用相同的独特资产来授权SAP内部的启动团队来改变企业的运行方式。有关更多信息，请访问http://sap.io/。
以上由HRTechAI 翻译完成，仅供传播信息使用。
SAP Kicks Off SAP.iO Foundry San Francisco for HR Tech Startups
SAN FRANCISCO — SAP SE (NYSE: SAP) today announced the launch of the SAP.iO Foundry San Francisco Winter 2019 Cohort. During the next three months, SAP will accelerate seven HR technology startups from across the globe as part of the program.
In collaboration with SAP SuccessFactors management, the announcement will be made at the Cohort Launch Day at the SAP.iO office in San Francisco.
The new cohort includes startups that are pioneering exciting new capabilities for human resources, such as assistive intelligence that revolutionizes recruiting, mobile microlearning based on the science of adult learning and gamification, artificial intelligence-enabled mentorship matching, and behavioral science–based development tools for improving team performance. The selected startups will have access to curated mentorship and exposure to SAP technology and application programming interfaces (APIs), as well as opportunities to collaborate with SAP customers who can benefit from their solutions.
The San Francisco cohort received more than 100 applicants, with 16 companies being invited to the program’s Selection Day in November 2018. Seven startups were selected to join the cohort, five of which have female and minority founders, reflecting SAP’s commitment to diversity and alignment with the SAP.iO No Boundaries initiative to offer venture capital and incubation to underrepresented entrepreneurs.
“We are excited at the opportunity and privilege to partner with these amazing ‘rising stars’ of the next-gen HR ecosystem, and to support them by bringing the best of SAP to bear, as they build innovative solutions that deliver high value to SAP customers,” said SAP.iO Managing Director Ram Jambunathan.
The cohort consists of the following startups:
Paradox: Assistive intelligence platform that is transforming global talent acquisition and the candidate experience. Its flagship product, Olivia, enables talent acquisition and HR professionals to focus on what they do best, human interaction — while Olivia focuses on experience, automation and intelligence.
Censia: Artificial intelligence and machine learning–based predictive recruiting solution powered by one of the largest professional data platforms in the world that automates the process of identifying and engaging the most in-demand talent for opportunities.
Sounding Board: Leadership development platform that offers scalable, personalized coaching to help enterprises grow their next generation of leaders. It combines best-in-class coaching with enterprise-grade technology and the Sound Coaching methodology to drive positive business outcomes.
Gnowbe: Mobile microlearning and engagement solution designed for business impact by revolutionizing corporate education through transformational learning — available anytime, anywhere. Its bite-sized social learning and gamification encourage active engagement and inspire behavior change.
NextPlay: Artificial intelligence app that facilitates internal mentorship matching at scale, follow-ups and goal tracking. Its chatbot personalizes employee career development to help companies attract, develop and retain more diverse talent.
RallyBright: Team development platform that improves team performance and dynamics by empowering business leaders with actionable, behavioral science–based insights into the strengths and vulnerabilities of their teams.
Disco: Real-time feedback tool designed to boost appreciation at work and reinforce organizational mission and values. Integrated into tools people use at work (Slack, Microsoft Teams and more), it helps celebrate when employees go above and beyond and enables managers to view detailed culture reports while spreading positivity at work.
“We’re excited to welcome this innovative group to the San Francisco Winter 2019 Cohort,” said SAP SuccessFactors Global Head of Product Amy Wilson. “SAP is passionate about advancing technology that enables humans to be more human in the workplace, and the impressive startups selected will certainly help HR and business leaders solve some of today’s biggest people challenges in fresh and innovative ways.”
The program will culminate at the Cohort Demo Day in April 2019.
For more information, visit the SAP SuccessFactors solutions website and the SAP News Center. Follow SAP on Twitter at @SuccessFactors and @sapnews.
About SAP.iO
SAP.iO is growing a generation of revolutionary software businesses in the SAP ecosystem and supports visionary entrepreneurs leveraging SAP data, APIs and technologies to build products, find customers and change industries. SAP.iO uses the same unique assets to empower startup teams within SAP to transform the way businesses are run. For more information, visit http://sap.io/.
About SAP
As the cloud company powered by SAP HANA, SAP is the market leader in enterprise application software, helping companies of all sizes and in all industries run at their best: 77% of the world’s transaction revenue touches an SAP system. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers’ businesses into intelligent enterprises. SAP helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want – without disruption. Our end-to-end suite of applications and services enables more than 425,000 business and public customers to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, SAP helps the world run better and improve people’s lives. For more information, visit www.sap.com.
ZipRecruiter完成1.56亿美元 B轮融资，用于加大技术投入与移动应用
2018.12.4 ZipRecruiter宣布了一项1.56亿美元的投资，由惠灵顿管理公司(Wellington Management Company)和投资者IVP共同牵头，并包括其他现有投资者的参与。
B轮融资将进一步加速该公司的持续增长，以及它正在进行的对人工智能(AI)匹配技术和移动应用的投资，以积极连接更多的求职者和各种规模的企业。
自2010年推出以来，ZipRecruiter已帮助150多万家企业(从中小企业到《财富》500强企业)找到了优秀的人才，并收到了超过4.3亿份求职申请，从管理人员、卡车司机到数据科学家和自动汽车工程师。公司的人工智能技术已经非常熟练做出有意义的比赛,80%的雇主在ZipRecruiter发布工作得到高质量的候选人通过这个网站在第一天和大多数求职者收到通知,他们的应用程序已经被招聘经理后48小时内他们提交简历。
ZipRecruiter联合创始人兼首席执行官伊恩•西格尔(Ian Siegel)表示:“人工智能的崛起改变了雇主招聘人才和求职者找工作的方式。”ZipRecruiter是最受欢迎的职位发布解决方案，也是最受求职者欢迎的在线求职应用。这笔资金将用来加倍利用我们在市场上领先的技术优势。ZipRecruiter正在引领一个智能招聘的时代。
ZipRecruiter的人工智能算法可以了解每个雇主在寻找什么，并提供一组个性化的、精心策划的高度相关的候选人。在市场的另一边，该公司的技术根据职位头衔以外的因素将求职者与工作联系起来，这将向他们介绍更多他们可能感兴趣的行业和机会类型。
“在一个紧张且不断变化的劳动力市场，企业现在比以往任何时候都更需要有效、创新的招聘解决方案，”IVP的普通合伙人埃里克•刘(Eric Liaw)表示。ZipRecruiter以一种必不可少的、不可否认的方式实现了招聘体验的现代化。他们对人工智能技术的精密应用使他们成为该领域最重要的平台，推动了数以百万计的就业配对——他们真的准备成为下一个互联网市场的成功故事。该业务的增长是惊人的，我们很高兴与该公司加深合作关系，因为他们将继续改善求职者和各种规模雇主的生活。
迄今为止，ZipRecruiter总共筹集了2.19亿美元资金，其中包括2014年8月由IVP牵头的6300万美元a轮融资。该公司的员工基础从过去四年的150人增加到近1000人，目前在美国设有办事处、英国,和以色列。
以上由有道翻译支持完成，仅供参考（请注意，这是一个稍早时间的融资新闻）
A轮融资6300万美元，那个时候还是2014年：
http://www.hrtechchina.com/3235.html
原文：ZipRecruiter Raises $156 Million in Funding to Transform Hiring and Job Search
硅谷
2019年01月03日
硅谷
为什么2019年人才获取从数据驱动转向智能驱动从历史上看，人力资源行业充满了时间密集型任务，确定最佳候选人并协调他们的面试和筛选过程。一项研究发现2017年的租用时间平均为 23.8天，自2010年以来增加了13天，因为市场越来越拥挤。
人工智能驱动的技术开辟了几乎无限的可能性，2019年将成为数千个行业创新和高度采用的一年。人力资源，招聘和人才获取也不例外，随着人工智能（AI）的普及变得无处不在，人们将大大受益。
来年将会看到大量的人力资源团队严重依赖人工智能和机器学习（ML）来处理人才获取方面的大部分幕后工作。由于这种转变，招聘人员将有能力和时间与更高层次的顶级候选人建立牢固的关系，而不是在一天的大部分时间里研究和挖掘大量的简历和简介。
本文作者Steven Jiang CEO and Co-Founder of Hiretual
AI和机器学习支持的人才招聘
我相信，我们将在2019年见证的最激动人心的转变之一就是人工智能领导着从数据驱动到智能驱动的招聘变革。事实上， 在一项调查中，42％的高管认为人工智能在未来两年内至关重要。
由于AI和ML和他们难以置信的收集和整理直观的信息，缩短了时间，洞察能力的强大力量，人力资源专家将花费更少的时间筛选，通过数据和更多的时间采取行动就可以了。
目前，这需要通过在现有系统中采用和部署AI引擎，从公司现有的人才获取（TA）系统和技术堆栈进行根本性的变更和升级。随着人工智能的加强，人力资源工作变得更加积极主动，整个工作流程和流程将得到重塑。随着TA团队的重新培训和流程的重新定义，新的一年将为基础设施，软件和运营带来升级。
人工智能技术还将发展招聘人员和候选人与采购流程的关系。组织将采用相同的AI技术来处理主动求职者和被动求职者管道。由于2019年预计会有很高的采用率，我还预计公司会聘请更多的技术架构师来帮助设计和构建可扩展的HR堆栈。人工智能将占据中心舞台，人们将在明年更加了解它，他们将被迫做，以确保他们找到并取得持续的成功。
提高候选人参与度
在接下来的12个月里，更多的人力资源和招聘团队将挥手告别许多繁琐的任务，这些任务历史上占据了宝贵的一天，占用了大量的时间。取而代之的是加速人才获取过程的工具和平台。这将是广泛采用增强采购，写作和参与技术的一年。
随着采购和寻找主动和被动候选人变得更有效率，我们将看到注意力从采购转移到流程的下一阶段，鼓励潜在员工与招聘人员交谈，也称为“提高候选人参与度”。
人工智能简化招聘流程的能力 - 特别是采购和过滤候选人的初始阶段 - 将使人力资源团队能够花时间处理更有价值的任务，例如了解简历或在线档案背后的人。
改善候选人的体验
由于前所未有的技术见解和能力，招聘方法已经非常直观，并将继续变得更加直观。随着越来越多的流程开始自我照顾，候选人的体验将提升到一个新的水平。候选人在申请和表达对职位的兴趣时，会有更好，更全面的经验。等待招聘人员亲自联系每位候选人并提供必要信息以便简单地继续申请流程的下一步的日子（和周）已经一去不复返了。
通过先进的配对和采购技术，候选人将获得更多相关和细致入微的工作建议和机会，而招聘人员将从与手头工作的最佳候选人匹配中受益。一旦候选人找到他们感兴趣的工作，技术也将在该流程的下一阶段发挥作用。
人工智能的聊天机器人和调度机器人将使候选人能够提出问题并实时回答。Chatbots将继续整合到公司的网站中，让人力资源团队成员能够处理更紧迫和复杂的请求，并有时间在招聘过程中发挥更加深思熟虑的作用。Chatbots可以完整地引导申请人完成申请流程，引导候选人从一个页面到另一个页面，以确保准确性和完整性。我们还将看到AI匹配技术蓬勃发展。
新的一年将带来改进的实践，无与伦比的候选人和招聘人员经验以及人力资源行业十年来所采用的最高技术水平。求职者和招聘人员都会感受到AI和ML的影响。候选人的经验将继续现代化，允许公司像对待客户一样对待他们的申请人，同时让招聘人员有更多的时间和精力投入到招聘的人性方面：与有才能的候选人交往。那些在2019年接受人工智能的公司将把他们的人才招聘团队提升到一个新的水平。
以上由AI翻译完成，仅供参考。
经授权发布。
Why 2019 Will Be The Year Talent Acquisition Moves From Data-Driven To Intelligence-Driven
Historically, the human resources industry has been fraught with time-intensive tasks, identifying the top candidates and coordinating their interview and screening processes. One study found that the time to hire in 2017 was, on average, 23.8 days, an increase of 13 days since 2010 as the marketplace has grown ever more crowded.
Artificial intelligence-powered technology opens up nearly limitless possibilities, and 2019 is poised to be a year of innovation and high adoption across thousands of industries. HR, recruiting and talent acquisition are no exception and will benefit greatly as the adoption of artificial intelligence (AI) becomes more ubiquitous.
The coming year will see vast amounts of HR teams relying heavily on AI and machine learning (ML) to take care of much of the behind-the-scenes work that goes into talent acquisition. Thanks to this shift, recruiters will have the ability and time to engage with and build strong relationships with their top candidates on a deeper level — instead of studying and digging through a huge quantity of resumes and profiles for a significant part of the day.
Talent Acquisition Powered By AI And Machine Learning
I believe one of the most exciting shifts we will witness in 2019 is AI leading the change in recruiting from data-driven to intelligence-driven. In fact, 42% of executives in one survey believe AI will be of critical importance within the next two years. Thanks to the powerful forces of AI and ML and their incredible ability to gather and sort information intuitively and shorten the time to insights, HR specialists will spend less time sifting through data and more time acting on it.
For the moment, this will require fundamental changes and upgrades from a company’s existing talent acquisition (TA) system and tech stacks by adopting and deploying an AI engine into their existing systems. The whole workflow and process will be reshaped as HR efforts become dramatically more proactive as they are enhanced by AI. The new year will bring upgrades to infrastructure, software and operations as TA teams are retrained and processes redefined.
AI technology will also evolve both the recruiter's and candidate's relationships with the sourcing process. Organizations will enlist the same AI technologies to handle both active-job-seeker and passive-job-seeker pipelines. Because of the high levels of adoption anticipated in 2019, I also foresee companies hiring significantly more technical architects to help design and build scalable HR stacks. AI will take center stage and people will become much more knowledgeable about it in the coming year, which they will be forced to do in order to ensure they find and achieve ongoing success.
Heightened Candidate Engagement
In the next 12 months, more HR and recruiting teams will wave goodbye to many of the tedious tasks that have historically occupied a significant amount of their valuable day and eaten up too much of their time. In their place will be tools and platforms to accelerate the talent acquisition process. It will be a year of widespread adoption of augmented sourcing and writing and engagement technologies.
As sourcing and finding proactive and passive candidates becomes more efficient, we will see a shift in attention from sourcing to the next phase of the process, encouraging potential employees to talk to recruiters, also known as "heightened candidate engagement."
The ability of AI to streamline the hiring process — especially the beginning stages of sourcing and filtering candidates — will allow HR teams to spend time on more valuable tasks like getting to know the person behind the resume or online profile.
Improving The Candidate Experience
Thanks to unprecedented technological insights and abilities, recruiting methods are already highly intuitive and will continue to become even more so. As more and more processes start to take care of themselves, the candidate experience will rise to the next level. Candidates will have better, more comprehensive experiences as they apply for and express interest in positions. Gone are the days (and weeks) of waiting for recruiters to personally contact each candidate with the necessary information to simply move forward with the next step in the application process.
Through advanced matching and sourcing technology, candidates will receive more relevant and nuanced job suggestions and opportunities, while recruiters will benefit from being matched with the best candidates for the job at hand. Once candidates find jobs in which they’re interested, technology will play a part in the next stages of the process as well.
AI-powered chatbots and scheduling bots will enable candidates to ask questions and have them answered in real time. Chatbots will continue to be integrated into a company’s website, freeing HR team members to handle more pressing and complicated requests and have time to play an even more thoughtful role in the hiring process. Chatbots can lead applicants through the application process in its entirety, guiding the candidate from page to page to ensure accuracy and completeness. We will also see AI-matching technology flourish.
The new year will bring improved practice, unparalleled candidate and recruiter experiences and some of the highest levels of technology adoption the HR industry has seen in a decade. The impact of AI and ML will be felt by job candidates and recruiters alike. The candidate experience will continue to modernize, allowing companies to treat their applicants like customers, while giving recruiters more time and energy to devote to the human side of recruiting: engaging with talented candidates. Companies that embrace AI in 2019 will take their talent acquisition team to the next level.
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