Home General AI Recruitment Startup Belong Wants to Become “Google for people”

AI Recruitment Startup Belong Wants to Become “Google for people”

It was bound to happen sooner or later. Artificial intelligence (AI) is being utilized by Indian recruitment startup, Belong, to become a “Google for people”, says the company’s co-founder Rishabh Kaul. Using AI the company takes the hard work away from recruitment.

Unlike other new-age recruitment companies out there, the AI that’s being employed doesn’t just sort through resumes and schedule interview, it goes way beyond that.

It scans through candidates publicly available data, including social media accounts, to decide whether or not they would be a good match for the job on offer.

Already, Belong has gained the confidence of some pretty big customers including Amazon, Flipkart, Airtel, Ola, Uber, and BigBasket.

Its aim is simply to use AI to gather data from people’s social media platforms and other avenues such as GitHub and Muckrack.

“The technology acts like a magnet, finding different pieces of data on every white-collar person,” said Kaul.

The way it works is the AI scans all prospective candidates profiles to see if any match the company’s hiring requirements.

As companies either approve or reject these candidates, the AI learns from this and a more accurate result will be delivered the next time around.

So far the company’s main form of income has been generated from annual contacts and accounts for around $15 million so far.

It’s an attractive system for companies as can crunch through data much faster than a human can and eventually will probably be much better at it too.

Another great feature of Belong’s machine learning system has to offer is that it can track how often a person changes their job and when the right time to approach them may be.

Eventually, the AI’s creators would like to see it conducting the first round of interviews for firms. This would reduce the hiring process timescale down massively.

It also removes any bias, sexual orientation views, religious views, political affiliations and any other factors that may influence one’s decision as to whether to hire a person or not.

The algorithm may fall down at times, especially in defining personable traits. But, overall, it’s not a bad system at all.

“(To) make the word entrepreneurial into something mathematical that you can search for… the platform looks for people who’ve scaled something small into something big or who’ve been with the company since founding,” confirmed Kaul.

And over time, the AI will only get better, just as human HR managers do, so watch out in your next interview as you may be trying to impress AI.

Source Quartz

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KC Cheung
KC Cheung
KC Cheung has over 18 years experience in the technology industry including media, payments, and software and has a keen interest in artificial intelligence, machine learning, deep learning, neural networks and its applications in business. Over the years he has worked with some of the leading technology companies, building and growing dynamic teams in a fast moving international environment.
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