Thought Leaders in Artificial Intelligence, Sanjoe Tom Jose, CEO of Talview (Part 2)

Sramana Mitra: Let’s double-click down on a number of things. Where in the workflow are you really adding value with artificial intelligence? You may have read my interview with Ashu Garg from Eightfold, which is also an HR tech AI solution. Where is your value-add and how?

Sanjoe Tom Jose: Our focus is on helping customers bring down time-to-hire in the screening and selection process. We focus on customers in two segments.

The first is customers with a large field workforce. This is typically a large sales team or a large service team. If you do not have enough people on the field at any given point of time, your ability to sell your service gets impacted.

The other segment of customers is in the services industry, which is consulting IT services where every employee is billed to an end customer. If you do not have enough people on your payroll, your ability to bill the customer goes down.

The way we help this customer and the way we use technology to make this happen is, we have an approach called remote-automated-reuse. If you look at the hiring process, it’s largely offline today. With remote, we take their hiring process online.

Just to give you an example of how we use AI here, one of the significant limitations when you’re trying to hire remotely is how you authenticate the candidate and ensure that they are not taking external help. We use computer vision and face match every candidate coming to the platform to do an interview and assessment process.

One of the other aspects is, you have a lot of candidates taking the process from different locations. You wouldn’t be able to manage all these candidates in real-time. We enable computer vision interviewing process. We facilitate the interview on the platform and we also provide a complete automated analysis.

We use a mix of computer vision and speech analytics to analyze the video interviews happening on the platform. The output is an ordered list of candidates based on their suitability for the role. That’s how we help companies on the remote aspect.

The second is automate. There are a lot of steps in the hiring process. When the recruiter has to intervene, it adds a significant lag time. For example, if a candidate fills up an application form, it takes around two weeks for the recruiter to pull out the resume, take a look at it, and do a call. That’s a significant lag.

We have a bot deployed on the career website and social media pages. It engages the candidate immediately and asks the kinds of questions that a recruiter would typically ask in the first round screening call.

If the candidate is qualified, they are put in an interview and assessment process on the platform, which is completely remote. It eliminates all the scheduling and location constraint. It makes the hiring process faster.

The third and unique part of Talview’s platform is reuse. Most large employers look for the same target candidate multiple times a year. For every role, you would have around 8 to 10 candidates at the top of the funnel. One of them ended up joining the company, but there are always three to four who were a good fit but didn’t end up joining because of timing, budget, or location.

In one or two months, the same recruiter or another recruiter reaches out to the same candidate for a similar role. When the candidate comes back, the company has limited context on what has happened between the company and the candidate.

The candidate goes through the same process. When the candidate comes back, the hiring manager has complete access to past interview recordings. That speeds up the hiring cycle. We are able to bring down time-to-hire by up to 60%.

This segment is part 2 in the series : Thought Leaders in Artificial Intelligence, Sanjoe Tom Jose, CEO of Talview
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