Hiring a candidate thanks only to a video, through an algorithm: goodbye to the old computer-written Curriculum and space for artificial intelligence to analyze who is applying for a job. The new technology was born within Speechannel, a video-speech platform with physical headquarters in Rome, born four years ago from an idea of its current CEO Guglielmo Giuggioli, 31, who is carrying out a PhD in entrepreneurship applied to ‘artificial intelligence, a passion that he had the opportunity to deepen during three entrepreneurial programs in Silicon Valley, France and Germany thanks to three scholarships during university.
Personal experience
It all begins with his personal experience: “During the last year of university I felt the awareness that the classic curriculum was not able to enhance me – he explains -: this is why I decided to include my presentation video in the curriculum”. From that moment on, all the recruiters who contact him pay great attention to that video, to the point that it becomes the main topic during the interviews: this is how the intuition to exploit the potential of the video CV for the success of the candidate is born.
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Targeted information
So Giuggioli himself does a few dozen interviews and recruits the best candidates to transform his idea into a company. Here is Speechannel, a vertical reality in personnel selection and on artificial intelligence, a multidisciplinary team with transversal skills in business, HR, IT and design. Lack of time and the need to have more and more targeted information: the need to use video more than paper and remote meeting more than the need to use video rather than paper stems from this pressing need of recruiters and from the acceleration of digitization processes within companies. the physical one.
Smart business card
The candidate independently creates his Smart Business Card, a digital business card with his own video resume and the recruiter receives the contents of the candidates most in line with the job position published by the company, profiled by artificial intelligence. «The algorithm allows to analyze in real time elements such as the verbal ones of the enunciated content, para-verbal ones of the voice and non-verbal ones of the body language – explains Giuggioli -. At the same time, it also allows you to analyze the textual fields inserted by the professional in his business card, such as the year of birth, university faculty, professional experiences ».
Analysis parameters
Each recruiter, then, can attribute greater weight to certain analysis parameters: for example, the algorithm can “read” the command of a foreign language. “In this way the traditional interview is enhanced – stresses the CEO of Speechannel -, as now only the most in-line talents arrive before those who have to make the selection and the recruiter can focus on more technical and specific aspects”. The artificial intelligence algorithm has just been launched, in particular to reduce the distance between recruiters and candidates during the pandemic; at the same time the team works on an upgrade of the project through the interaction of the model with more data, creating increasingly interactive experiences between recruiters and talents and analyzing more and more parameters. “In this scenario – concludes Giuggioli – we have the ambition to become a point of reference both to innovate the processes of research and selection of personnel, and to bring about a change of mindset within organizations with continuous staff training courses for develop the leaders of tomorrow ».