Digital recruiting: Hiring the next generation of insurance pros

While the wonders of artificial intelligence (AI) are often hyped beyond recognition, AI-powered recruitment software is offering real advantages to insurers.

Those businesses can now use AI to automatically crawl the web for the kind of job candidates they want, auto-interview them via text chat or video on the spot, and auto-schedule the most promising job candidates for follow-up interviews by the person who does the hiring.

Other apps enable insurers to automatically rifle through resumes submitted at a business’ website for candidates with the exact qualifications the company wants.

And still others offer neuroscience games that job candidates can play — which glean the people who best exhibit the traits, skills and characteristics an insurer is looking for.

“The job market is very much tilted in the worker’s favor,” says Evan Sohn, CEO, Recruiter.com, an AI-driven recruiting service.

Businesses looking to attract top talent “must change their recruiting efforts,” to include the advantages of AI, Sohn adds.

Here’s a representative sampling of leading-edge recruiting services often augmented by AI, which you can use to be more successful in recruiting employees — especially if you’re going after younger, entry-level candidates who tend to ‘live’ online and on social media:

*Robot Vera (ai.robotvera.com):  A chatbot recruiter designed by a Russia-based company, Robot Vera can be embedded on your insurance website to instantly interview people who submit resumes or apply for a job with your business in similar ways.

Core to the application is a self-learning neural network, which was initially trained to chat with people by reading Wikipedia, ‘watching’ TV shows and studying countless help-wanted ads and job interview questions.

Moreover, each time Robot Vera interacts with a potential candidate for your business, it’s programmed to learn from that experience and be smarter when chatting with the next potential recruit.

Robot Vera can also automatically scan resumes on job sites, phone candidates with the right qualifications and propose an interview on the spot.

Most importantly, Robot Vera is relentless:  It can make up to 10,000 phone calls simultaneously to bring in new recruits for your business.

(Robot Vera’s website can be translated into English with Google Translate — standard on Google Chrome.)

*VCV AI (https://vcv.ai/):  Similar to Robot Vera, VCV can screen hundreds of thousands of resumes directed to your property and casualty insurance business to find the kind of staff you’re looking for, and then reach out to those candidates, offering either an online chat or phone call as an interview format.

Like Robot Vera, it can make hundreds of calls per minute.  And it uses voice recognition technology to ‘talk’ with job candidates and fill them in on details about your job opening.

The system can also be programmed to use facial recognition — combined with predictive analytics — to screen for the personal characteristics exhibited by a job candidate in an online video interview.

Videos of select interviews can then be sent to human resources for final review and action.

*Mya (https://www.mya.com/): Similar to VCV AI and Robot Vera, Mya chats-up people applying for jobs at your insurance business — as well as passive hires who may be good prospects.

After screening and qualifying, Mya sends its picks to your company’s applicant tracking system, along with a text transcript of interviews with its preferred candidates.

*Entelo (https://www.entelo.com/):  The key component of Entelo’s software is an AI-driven web crawler, which looks into every nook and cranny of the web — including LinkedIn, Facebook and Twitter — to find candidates who match the kind of people your property and casualty insurance business needs.

Entelo also automatically sorts, analyzes and ranks a candidate’s eligibility for an open position across several attributes, including job title, work history, skills, likeliness to leave, their current role and more.

Promising candidates are also directly contacted by Entelo — either automatically, or on a schedule designed by the person handling hiring at your business. And its follow-up messaging helps ensure you stay in contact with your most promising prospects.

*ZipRecruiter (https://www.ziprecruiter.com/):  One of the largest online employment marketplaces in the U.S., ZipRecruiter offers an AI component that can be used to surface the most promising candidates on its board.

The feature works by studying how employers in specific industries rate the people applying for work in that industry on ZipRecruiter.

Those insights are used to surface the traits, skills and other characteristics exhibited by highly-rated candidates and look for those same characteristics in new candidates applying for jobs at your business.

*Arya (https://goarya.com):  Arya has a slightly different AI spin than ZipRecruiter.com. It studies the traits, skills and characteristics of employees at your own firm who you consider most successful and then crawls the web for job candidates with similar profiles.

The program also gets smarter over time about the people your business is looking for by continually studying the performance of your existing employees.

Performance metrics analyzed include written performance reviews, the speed at which specific employees are promoted and the length of time they stay at your business.

*Pymetrics (https://www.pymetrics.com):  Pymetrics is a specialized AI HR tool that enables you to assess the character and skills of prospective employees via games it furnishes candidates to play.

Pymetrics designs those games by inviting your existing, most successful employees to play its neuroscience games, and then gleaning data on their traits and strengths, based on the way those employees play those games.

Subsequently, Pymetrics uses that data to judge potential hires who play the same games, looking for people who have the same traits and characteristics as the successful people already working at your company.

Technology is changing many aspects of the insurance industry, and the recruitment process is just one more area benefiting from these advances.

Joe Dysart is an internet speaker and business consultant based in Manhattan. Contact him at joe@breakingnewsintech.com. 

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