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HRAI, Q&A
Paul Margain, EPFL
Thursday, Aug. 24, 2023 · 1:21 p.m. · 09m 01s
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um well what does what does a cease to know when to stop asking
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question to the uh to the people in the which on seeking good job
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so i i i i
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so we are so uh your question is about the number of courage of a question uh
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made by the woody between goon yeah and and that's yeah so yeah they do with a ah
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software is to make it a major label to the need of the h.
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r. we don't want to make something very great and say okay to use outbid
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useful tool we want to start from the need that they say is to question on i want uh in in my us mind if you it would be too
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and the t. i. d. we we start from the need and we we do whatever they
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want you we can uh we can put the trash uh with an an an on this uh
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janet you i we can uh build a something to detect like uh when the question
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now end of uh and enough but uh we can just put a threshold on them
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yeah actually the software uh integrating then you're h. or management software so the goal
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would be to uh see with the recruitment steam how deep they want to to
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go in technique are in cultural aspect and they will take as an input of
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the software when we deploy um at a a customer um uh i. t. infrastructure
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we just take as input the requirement of the person in the system and it's a
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a okay for this kind of categories of question i want to go deeper uh
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from two layers uh for this kind of question one layer so we just the
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basic idea yeah mel file as an input but uh yeah we could be having
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interface uh an admin interface to to make it working in production and being more professional
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i i i uh i think we'll just a comment it was not my question about it
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i comment on these i think he is in at the word though i yeah you that you can build on top of it because i think
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data could or should have some simple ah see slide
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is to work with and then you need to understand
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how do you wanna give the answer yeah what do you expect to get could expect and and the
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engine should stop and no way to stop work
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and discuss um i haven't seen anything about business money
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uh_huh yeah i know it's being painful i know i've been stuff deficit so you have any idea how likely to
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said these to use a pots are actually um the most easy for us is to start as a bit of the
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product so to make it as a as a size so uh sell it uh as a license for the big operates
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but will go is to iterate with this company integrates the the perfect system
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and uh in the future uh we may have something that we could launch as a bit to see
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platform and uh let's that any candidates i want to find a job sprint spread the branding and so
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they on branding to any company and and share our so uh we're system in a way to promote
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themself a to other companies that's the uh the business model we re targets as a global uh inside
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um
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uh_huh if i remember well no nineties it will you
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presented um it to to rank uh the the answers
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of your candidate means uh well you you gave a mock of eight out of ten and so on
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it it seems that it does appeal but i'm not shoes for just a question if you
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eleven than the idea of the still the uh_huh present yeah it's it's actually uh so what we
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we tried to do with this software is is really to be close from work for
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from or future customer so what we discovered is that we really want to keep the
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let's say that the human um layer in the system and
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the ranking candidate i think is that the the good approach like
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having some objective notation is really hard task as there is that you're
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in you're in our free search of of doing something great like this to
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we really want to let recruiters at the end of a on how do they rang the
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candidates but what we can design um as a first question so it was a requirements of
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on some of uh will fit your customers to make some but the question that
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can eliminate candidates that's that just do not feel that at all at the job
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uh_huh uh_huh uh_huh her thank you very much maybe just said that
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it brings me to the question when you provide to the recruiters
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what is really the the the yeah the results and uh
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what inputs you provide them to do this job last job or
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actually all the software um are not up to to uh
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to the new uh revolution of guys that is coming today um
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but the cover letter are similar um because of judge pity all this c. d. becomes may not sings which objected to
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the recruiters really need an assistant to counter this and they really need
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to have the end on the recruitment process they they were really needs to
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to let's say being able to gets the information they want to uh from the candidates
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uh because in the process as it is now say really don't have
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an any control of uh the amount of cali they chose it gets no
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and the second thing that we bring to them is really i'm a bit saving of time because
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um in fact many systems of uh h. or management are all times and they cannot um
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get all the c. v. in just one platform so sometimes they'll say lose
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um some candidates um that's where really good uh one years ago but not
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corresponding to the the job right now and with this but from they can
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i have um the control um on this to understand that what
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just as a concrete example what does they get a summary
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of comparing is and what what is the type of uh
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because they want to eat audiences i guess it's up to go i it's
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what you provide an to do these just mentioned uh_huh yeah dash bought up
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yeah
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okay yeah yeah yeah yeah and which we can show the the end of the video
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uh_huh uh_huh and so why yeah so so so for the first version
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what we provide to the customer is that there's more made of uh
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three principal categories so the first principle a category is to have a
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a short summary of any candidates at and around the system for a
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a corresponding job and elegant and shot reserve me off the the person
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and the ability to uh to click on some information such as link didn't
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um the debt of availability but also uh the possibility to
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committing directly after when you go in the profile and you
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want a uh some uh deeper information you gets out of
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space training information so all the interview which is summarised here
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you also get the c. v. of the person and you can uh click uh on the
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a global does abroad and compare us re profiles but i didn't show it to consider
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so it's really it's really vera of a comparison
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uh_huh yeah the the series transcript
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to the right there with us here
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uh_huh uh_huh uh_huh
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uh_huh
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uh huh uh huh
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i think that could be an interesting feature to uh being able like let's say to click
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on the action and select the candidates and some them um another deeper interview uh if we
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are most everything does this person could be good but we don't want to spend another time
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to uh um to uh call him so could be an interesting feature yeah i like this
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