From cold calls to hot new algorithms, AI is helping TA pros and recruiters focus less on the menial and more on the human connections. AI deployments in the function are focused on increasing efficiency and empowering recruiters to better leverage the people work of TA.
Employ, the recruiting software company with popular products like Jobvite, Lever, and JazzHR, announced Wednesday it has acquired the AI-powered interview insights company Pillar, bringing its AI tools to its suite of ATS products, tailored towards stripping the drudgery out of interviews.
Employ designed ATS solutions for specific hiring issues for its more than 20,000 customers. The acquisition allows TA pros and recruiters on the Employ platforms to better focus on the human interactions vital to making the right hire, according to Employ CEO Steve Cox.
The technology is already integrated in its Lever product, and will be available in the rest of the suite by the end of the month, according to Cox.
“What this technology does is brings an element of presence and human connection in a remote, digital world. I think [it] creates a great experience for both the candidate, the recruiter, the hiring manager, and allows people to actually take the opportunity to do what an interview is supposed to do, which is get to know the person that you’re talking to.”
With Pillar, customers can make more informed hiring decisions without the human legwork. Pillar features AI-powered transcription, smart summaries after interviews, and structured interview guides to help teams focus on the people involved, remain present throughout the interview process, and make better decisions faster.
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Execs contend that at Employ, AI is in its DNA, and deployments are narrowly focused on improvements to the recruiting and hiring process.
“People first talk about ‘people-first’ [and] driving efficiency, then they go AI-wash their website, or they partner with someone, and then present themselves as something that they’re not,” Cox said, noting that the company works hard to intentionally target improved workflow outcomes with the technology, rather than boasting of its AI feature for AI’s sake.
With the acquisition, customers can recover 5–10 hours a week, reduce times to fill by more than a quarter, and hire better quality candidates able to ramp quickly and reduce turnover. And that’s just from a few in-platform changes to the interview process.
“Now, recruiters are going to get instant feedback as soon as the call finishes, transcribed, summarized, available in the ATS,” Cox said. “The second thing is, by using interview guides and using structured questions, you can ensure that everybody asks the same question, then when you’re looking to make hiring decisions, you’ve got something that you can draw a consensus of.”
Cox told HR Brew the company is eyeing AI-solves for “pinch points” along the recruiting and hiring process from pre-source to offer.
“We were a different company today than we were 12 months ago. I think we’re going to be a completely different company 12 months from now,” he said. “Everybody else is figuring out how to play the game. I think we’re out there and we’re going to make the game.”