Applying for a job can be a trying process. Submit a resume and then wait and wait… and sometimes you’re lucky if you get any response at all.
One San Francisco company – Mya – believes it’s a job fit for Artificial Intelligence.
CGTN’s Mark Niu has the details.
Eyal Grayevsky remembers graduating from school, applying to 40 job openings and hearing back from two.
He’s not the only one frustrated as a Careerbuilder Website survey showed 75 percent of workers who applied for jobs never hear back from employers.
“So that’s super frustrating and discouraging for the candidate. Also it drives them to go out and want to apply to as many jobs as you can, because it becomes a numbers game,” Eyal Grayevsky, co-founder and CEO of Mya Systems said. ”And on the flip side, recruiters are dealing with all this volume that comes through, so what that does, it makes it really hard to properly manage the recruiting process.”
That’s why Grayevsky created Mya an AI virtual recruiter that communicates with job seekers via text or even Facebook messenger. It asks questions and responds to their questions too. It even gauges how interested you are in a job. If you’re qualified, you could end up booking an interview with a human recruiter or hiring manager within five to ten minutes.
“Out of hundreds of responses we’ve seen that 73 percent actually thought that Mya was a recruiter even though we explicitly let them know we are upfront about it. We let them know that Mya is a bot or virtual assistant,” Grayevsky said. ”Even though we are very upfront, candidates seem to think that Mya is human.”
Mya is currently working with three of the five largest global recruiting agencies to mainly help companies that have high volume work forces, such as warehouses, call centers and hospitality companies.
I sat down with Mya to see what it’s like to apply for a job as a fork lifter. And this is what happens when, not surprisingly, I’m unqualified for the job. Mya’s gone ahead and found some other jobs that I might be more qualified for.
“Not freaky at all,” Gartner Research Director Werner Goertz said. “Logical expansion, logical use case of artificial intelligence or machine learning.”
Goertz sees the value in using AI for recruiting but argues policies should be put in place to govern a future where machines end up talking to directly to machines.
“Let’s fast forward two to years from now, and my cell phone knows that part of machine learning inference about my life that a potential employer would benefit from knowing. What are the privacy concerns there?” asks Goertz. “Will I have control of whether that information gleaned is passed on to my current employer, is passed on to a headhunter or a LinkedIn service? Or to a potential future employer?”
Despite growing public concern over AI replacing human jobs, Grayevsky says Mya is helping people find employment and allowing recruiters to do more.
Does Grayevsky foresee a day when Mya could do the entire hiring process itself?
“I firmly believe the recruiting process needs a human element,” Grayevsky said. “Mya is going to be able to augment that and make hiring teams more productive.”
Mya is already becoming more pro-active. A new feature allows it to reach out and converse with old candidates to find out if they’ve added any new skills that might qualify them for future openings.