Recruitment has always been about Recruiters looking for Right Candidates and Candidates looking for Right Jobs. VH is making this search obsolete because we believe that Recruitment must work for both Candidates and Employers.
Let's Get the World Back to Work
Smart Sourcing Screening Shortlisting Solution
Personally, I'd much rather see a tool that helps qualified candidates get past the discriminatory screening done by today's AI recruiting systems. Today's systems can (and do) rule out candidates on the basis of their names, the educational institutions they attended, the number of years of experience (especially too many), credit scores, and gaps in employment history, just to name a few.
I applaud your efforts. Could you define your "AI" tools? If not proprietary or give away a trade secret. I ask for a reason.
Strictly, AI is a math problem. It isn't magic. I've been involved in building "AI" systems since the days of ANNs (Attractor Neural Networks), not just grabbing a library from Google/AWS and training it with public databases. An AI can only imitate. It cannot improve candidate selection if the key data points do not exist. These include personality mix of the current team, emotional issues, and a hundred other things.
Genetic Algorithms (GA) can come up with some crazy stuff. The Q-Bert game solver, for example, was not strictly AI. AI is built with GA, more importantly a linear algebra enhanced GA trainer. However, GAs can only solve a problem to the defined ruler. If your ruler doesn't list EVERY loophole, it will find it.
The other problem is how to judge a "good employee". Is is someone that keeps their head down and stays employed for 30 years? Is it someone that rocks the boat and forces the company to grow?
Ruler -> GA -> AI -> Result set. How do you define the ruler?
This is not new, and almost 95% of employers are utilizing some version of AI to help with the recruitment process. AI is not improving the hiring process, only reacting to the increased volume of applications since applying has become too easy. The problem is not in finding better matches (which AI can't actually do). The problem is that there is no communication between hiring managers and candidates. Relying on text and video analysis is not delivering the best candidates. It is delivering candidates who have been trained to write or speak for the AI to select them.
It is the algorithms that do the matching.Do visit the site for a bigger picture
That's sort of what we do.
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