Talent recruitment is extremely challenging for human resource departments. Most HR practices still follow an old-fashioned paradigm and employ outdated methods. Companies struggle to find the right people for their business and tend to invest a great deal of time and resources. But what if the tedious task of fishing through CVs was instead automated? Scientists and companies all over the world are looking for solutions to make the hiring process more efficient.
This is where Seedlink comes in, a Shanghai based startup driving the future of HR technology.
Seedlink A.I. is an artificial intelligence software that helps companies predict applicants’ job fit by using smart algorithms and machine learning.
Seedlink was built upon the vision of using technology to gain insights on human behavior and applying them to the contribution of business success. They focus on “People Science” as it relates to recruiting.Their most successful commercial applications include, predictive recruiting, talent cultivation, internal mobility, succession planning, and human capital diversity & inclusivity. Their A.I. technology promotes an 80% increase in hiring efficiency, a 30% increase in retention rates, and a 29% increase in work performance.
This proves that Seedlink A.I. accelerates the hiring process, even with high volume recruiting, and selects the best candidates that fit the company culture.
HOW SEEDLINK A.I. WORKS
In essence, Seedlink A.I. is a computer that can conduct a job interview. The computer asks three open-ended questions, then interprets the answer based on a certain criteria and uses this data to predict which candidate would be the best fit for a specific position or company culture. This eradicates the need to read over CVs and eliminates all forms of biases.
“Computers have no emotions and have no moods. So you can program it to act like an ideal human that would just these answers without any sort of color or any sort of bias”
Robin Young, CEO, Seedlink
What do you consider to be good leadership?
If you’re given an assignment but the instructions are unclear, how would you go about completing it to a high standard?
These are examples of the interview questions that the Seedlink A.I. asks and the candidates can simply answer online. The vocabulary and sentence structure of the answers can make accurate predictions about key personality traits.
The technology employs language analytic algorithms and machine learning to analyze the internal top performers of an organization based on their linguistic traits which allows to better determine a candidate’s attitude, personality, logic, interest, literacy, and communicational skills.
They apply artificial intelligence and the mining of big databases to the hiring process. Seedlink uses camera features and all kinds of interview techniques to collect a huge amount of data on how people react, what they do with their eyes, what muscles move when they give certain answers, etc. And the computer itself can understand who is lying, or who is not really interested in a job, or who is avoiding a certain question, etc. to result in a much better matchmaking for recruitment.
“The point is how you talk and how you communicate is subconscious. It’s difficult to trick over the long term. We pick them up subconsciously as well. But what we’re doing in machining is we are exposing them to insights that we actually can use. So what we have is a map, or almost like mapping from language to the characteristics of a person.”
Simon Blanchard, Chief Technology Officer, Seedlink
HOW SEEDLINK AFFECTS HR DEPARTMENTS
“If we look at the traditional way, we select people, we screen their CVs, we select those who have a certain professional background. Technology, especially the cutting-edge technology [artificial intelligence] can help us identify those who have growth potential commitment and a cultural fit with the companies future.”
Summer Xia, Co-Founder & Chief Operation Officer of Seedlink
Seedlink A.I. has proven to be extremely valuable for recruiters because not only does it eliminate the workload of assessing an influx of applications, but it also can present them with unlikely candidates that otherwise would might have been overlooked.
Take China as an example, with more than 7 million university graduates per year there is a huge demand for jobs, and HR departments for top companies simply cannot handle this amount of perspective candidates. Job recruiters in China tend to limit search to only top universities, leaving out a lot of potential talent that may not have the ideal educational background. Seedlink A.I. can present recruiters with candidates that would have originally been overlooked and in turn promote more diversity within companies.
CLICK HERE TO LEARN MORE ABOUT SEEDLINK AND DISCOVER THE AMAZING CONTRIBUTIONS THEY’RE MAKING TO TALENT RECRUITMENT AND ARTIFICIAL INTELLIGENCE.
