HR – Fast and Unbiased Automated Hiring Choices

Problem

Experienced HR-specialists of recruiting companies, as well as of large and medium-sized businesses operating in different markets are constantly accumulating rich candidate databases for all the most important and demanded positions. These databases are carefully maintained and regularly updated. They include an impressive documentation package for each of the candidates ever screened. Among other materials, the archive can contain self-descriptions, answers to various questionnaires or even audio or video records of interviews. Nowadays, interview recording for data storage reasons and further use in evaluation and other purposes becomes more and more popular.

Screening and re-assessment of valuable candidates from the vast database can represent a real challenge. Especially in the context of hiring of specialists for critical positions (e.g. a Lead Marketing Analyst for the Marketing and Sales team of a newly-launched project). The relevant choice is to be made quickly and at a high reliability level. It also should be unbiased.

Manual database analysis is time- and resource-consuming. Fortunately, Sentino is able to propose a high-tech solution helping to save time and money.

Solution

The solution is represented by Interview Semantic Analysis API from Sentino. It allows to select 2 to 5 top specialists from 100 to 200+ potential candidates. The whole process includes several easy steps.

1. Text Scoring

A. An HR specialist selects audio and/or video records of interest from the corporate database and submits them via Sentino Interview Dashboard. We have purposefully developed this easy-to-use interface for convenient file submission. The entire upload process is performed just in several clicks.

B. We use AI speech recognition software to transcribe the submitted files into the text form.

C. Interview Semantic Analysis API by Sentino uses the resulting transcription for text mining. It is powered by innovative AI/ML/NLP technologies and precisely extracts all the available psychological content from individual sentences and chunks. Psychological facts are collected and grouped into traits and projected onto 20+ personality inventories. Currently, up to 250 traits are available and this list can be further extended by the request. Each individual conclusion is substantiated by raw data. Moreover, statistical confidence level is determined for each result.

Abstract from the interview transcript
Fragment of interview scoring

2. Personality Profiling

All the above mentioned results together contribute to generation of a comprehensive multi-faceted personality portrait based on widely known inventories (Big 5, NEO-PI, DISC, RIASEC, ORVIS, etc.). It looks like a personality profile that is open for regular updates and enrichment with new data. Once the interview processing is completed, the user receives a correspondent e-mail notification from Sentino Interview Dashboard. The notification is generated automatically. After that, the profile is available for download in the report form in two file formats (.csv and .json). The download process is easy and intuitive. It is performed quickly, just in several clicks. The final personality profile includes scores and diagrams, as well as text descriptions and recommendations. This psychological portrait of the candidate can be easily compared with profiles of other real candidates for the vacant position under consideration or a profile of the “ideal” candidate for it.

3. Hiring Decision

Based on the report received, the HR Department can conduct the second round of interviews with a strictly limited number of top candidates (usually 2 to 5) and make a final hiring decision. Usually, the subsequent probation period lasting one to three months proves such a decision to be a success.

Please note that ethical approach to AI employment requires adhering to fundamental values like individual rights, privacy, non-discrimination, and non-manipulation. That is why AI should not be used as a single decision-making source. Best practices stipulate its application in conjunction with other sources of information and human judgement. Ethical use of AI opens up numerous and significant advantages.

Benefits

  • Time and cost saving
  • Effective processing of a wealth of information
  • Validated and globally recognized HR assessment tools
  • Fair and unbiased candidate selection
  • Careful consideration of specific personality traits
  • Perfect company culture fit
Scroll to top