An AI-powered platform for hiring process making it more smart and fast by preliminary selection of CVs, automated calls and video interviews with face and voice recognition.
VCV is an AI-powered platform that facilitates hiring process for companies making it more ethical, smart and fast by preliminary selection of resumes, conducting automated screening calls and video interviews with face and voice recognition. VCV is a tool that is already practiced by the world’s biggest brands like Unilever, Mars, PricewaterhouseCoopers, Japan Tobacco International, British American Tobacco etc.
VCV is a great opportunity to get a full image of a candidate, assess and evaluate his/her candidacy before an actual interview. The advantages of the platform are the following: all in remote format with no scheduling and cancellations, watching recorded videos anytime and anywhere. You can ask any questions, set up any time for preparation and see how a candidate responds in order to decide whether the candidate meets the requirements of the company. You can also communicate with candidates using chat and voice bots and test their skills. Thanks to our anti-cheating update you can have no doubts in fairness of the assessment. You no longer need to spend hours on interviewing candidates whom you won’t hire as VCV will do it for you. The platform uses hiring intelligence and predictive analytics to screen further candidates sending the best ones for the job.
Generally, VCV is intended to solve these eternal problems and successfully deals with it. The necessity of this product on the market can be explained by three key factors. Firstly, it is slow hiring practices, which result in lengthy delays to the recruitment process, and can bring a series of negative consequences for companies. Companies operating with long and convoluted hiring processes experience challenges which affect their existing workforce, the company’s bottom line, or even future business opportunities. Delays in the recruitment process can not only damage a company’s reputation, but unfilled roles often have a direct impact on business productivity and revenue. Secondly, preliminary interview stage (which is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the company) also becomes challenging part of the recruitment process. Proper preliminary selection is one of the keys to optimization of company’s time and resources. Thirdly, unconscious bias can be a huge setback in creating a truly inclusive workplace.
We believe that people are the most valuable asset of any company and intelligent transformation of the hiring process in an important step towards the future success of the company. Optimizing recruitment time and having a possibility to screen all job candidates is crucial task for HR Team.
Implementation of new HR Technology also requires a complete understanding of the problems that this technology can solve and setting up goals respectively to the existing problems. As a part of a pre-implementation stage, the company should have introductory learning sessions that would give company’s team a clear understanding of the HR technology. As for implementation stage, the technology must be used by all members of the team, otherwise it may not work. It is noteworthy that digitalization of the certain processes within the company requires time to implement, adjust and get used to the technology so it is one of the things that the company should take into consideration. Comparing collected data and figures on a regular basis might be helpful to track the progress and profit.
HR technological solutions shape and change the way organizations structure and function today. However, we still have challenges in human resources field that must be addressed. One of the issues that arise is changing demands of applicants. Nowadays, high salaries and prestigious positions are not determining factor anymore; people value freedom. This is not only about exercising creativity and the way how to approach immediate job goals but also about keeping non-traditional hours, working from home, possibility to have flexible schedule and remote job. Another problem that exists now is a diverse variety of digital products and solutions, thus choosing one that satisfies the demands of your company is becoming a tough task. Finally, successful talent acquisition today puts a candidate front and center which means building candidate-oriented market. That’s why businesses who want to truly grow through hiring (not promotion and/or workforce strategic decisions) need to be conscientious about how they approach candidates.
Emerging technologies transform the way how HR is perceived. The future HR is all about implementing new technologies such as analytics, digital labor, machine learning and artificial intelligence including face, voice, emotion recognition or AI personality analysis. HR will be critical to the organization’s response to changing market demands, but effectively fulfilling this need will require the way that HR works to transform from its traditional system.
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