FAQ's

Home » FAQ’s
Frequent Questions in

Capability

  • What would you say is the uniqueness of your product as it relates to the current market?

    There are three unique features that we offer- (i) The unique ability of a 360-focus facilitating candidate to job matching and also job to candidate matching thereby improving candidate experience and improving recruiter productivity and prohibiting operational leakages. (ii) Digital Assistant- A comprehensive AI powered chatbot solution which can be invoked at different stages of the recruitment lifecycle, right from inviting passive candidates to scheduling interviews, pre-screening and also pre and post onboarding. (iii) The ability of mining internal talent and optimising internal database thereby reducing the reliance on external databases and aiding agile just in time hiring needs and ...

  • There are quite a few companies providing AI driven recruitment solutions for large employers. What is our USP and how defensible is our position?

    Recruitment Smart is the only one AI/ML solution that offers a holistic product tending to both ends of the spectrum, i.e. the recruiter and the candidate. We have tools for augmenting recruiter’s productivity as well as engaging candidates throughout the recruitment life cycle. Both tools are AI powered and come with HR contextual awareness. Our algorithm has been trained on over 360M datapoints across several contexts including different industries, geographies, roles, functions, experience levels et al. The tool can further also: Proactively assess the skill gaps of the candidates as well and design a personalized training intervention which can be ...

  • To what extent biases can be introduced to our model, and then how we identify and resolve them?

    To create a truly bespoke model we train our algorithm on the organisation’s internal database/historical data, however we only focus on extracting the skills needed for performing a role and exclude other characteristics such as gender, race, nationality, religion etc. Our algorithm creates a detailed skill map looking at previous successful hires and uses that skill map to assess candidates for similar job opening prospectively. To further ensure that the bias can be contained we have enabled 3 formulations- Bias Checker- We will look into the job description/skill map and then assess the historical data to see what candidates were ...

  • Does a prospective client have to go to your system to have access to all of your services? Use “other” if necessary to explain

    Our products are completely aligned with different ATS platforms through a 2-way API integration providing near real time updates both ways. We also provide all Talent Intelligence onto the ATS platform and while there is no critical need to visit our product, we encourage recruiters to do so. It is for the purposes of enhancing recruiter efficiencies further through a host of solutions/attributes that the tool offers which might otherwise need manual interventions. Some of these attributes include adding ‘smart’ tags which if used extensively can lead to crowd sourcing of recruiter intelligence to facilitating effective standard communication in pre-defined ...

Frequent Questions in

Security

  • Who owns the candidate data?

    Recruitment smart doesn’t own any data. All data is owned by the clients.

  • Are we GDPR compliant?

    Yes, we are GDPR compliant

  • Who has the access to data from SniperAI?

    Only client’s registered users has the access to the data. The data is completely encrypted and there are access and audit reports to ensure comprehensive data security at all levels.

Frequent Questions in

Technology

  • What are the steps to prepare for an implementation with your clients?

    The implementation is comparatively straight forward. There are three stages involved. The first one involves defining the key business rules that customers would like us to bake into our algorithm and the KPIs they would be interested in tracking. The next phase includes integrating with the client’s ATS and their internal database and also with all the external job boards they might be subscribed to so as to facilitate auto sourcing, auto screening and presenting the talent intelligence on ATS and also the training of the algorithm. The final stage is the training of the recruiters, given that the product ...

  • How long does it typically take to train your algorithms (from the ground up)?

    The product typically takes about 3 months before it starts working optimally. This is standard for a company of the size of ~10,000+ employees with hiring needs of over 1,000 candidates every year(growth+backfills). This volume would give it sufficient data points and context to learn in that time period and start performing optimally, which is why our clienteles includes large enterprises such as Vodafone, Cap Gemini, Infosys, Al Futtaim, Morson Group etc. who can derive maximum benefits from the product.

  • Do you use a machine/deep learning model? If so, please explain

    Yes, by virtue of the fact that we leverage Machine Learning the solution learns and improves on the job tuning and adapting itself as its used more and in different contexts. Further, after we have rated the resumes and assigned a fitment score, we invite the recruiter’s feedback especially for the top 15%-20% of the candidate. The process of constant feedback incorporation is used to train the algorithm and become more effective over a period of time. Deep learning is also extensively used while talent mining and looking at the internal pool of talent that can be utilised efficiently.

  • Can your product/solution learn and predict over time? If so, please explain

    Yes, the solution can learn and predict in course of time. As far as Machine Learning is concerned there are two aspects which is improving parsing capability to determine the candidate fitment and then the recruiter and candidate feedback to train the algorithm so that it adapts and starts identifying the right candidate. Further the predictive capability can be utilised in gauging if a candidate would be joining the organisation after an offer has been made and can also be used at optimising the recruitment cycle.

Frequent Questions in

Integration

  • Do we have integration in place with various job boards

    Yes, We have integrations with various job boards like monster, dice,indeed, etc.except LinkedIn, Naukri (Indian context) as they are an insular platform but we have a solution that is like an chrome extension in which recruiter has to do the boolean search and after that AI will take over and will collate the profiles of the candidates and do the processing in the background and show results to us

Book Demo
Recruitment Smart