Harver launched Harver CHAT, a new hiring tool which uses AI to ask candidates screening questions in a “conversational way,” helping them to more easily apply for jobs. According to the company, the product will automate and streamline the candidate experience. Harver believes this approach will better engage prospective employees than the traditional job application forms.

With it, the company hopes that by guiding candidates through the application process, organizations can reduce time-to hire while also boosting their employer brand.

The company said that between the competition in the current market and the “increasing candidate expectations,” organizations need to create a better hiring experience. Harver CEO Scott Landers commented, “Today’s workforce challenges require employers to be efficient and engaging at all touchpoints along the hiring process.”

Harver CHAT is also capable of responding to questions the candidates pose in real time; its conversational knowledge is fully configurable, allowing employers to train the solution to not discuss sensitive or unrelated topics.

Job Application Assistance

The new tool makes the application process easier for candidates, by allowing them to ask questions and get them answered on-demand 24/7, without the need to contact an employee. The product can also help them to gain a better understanding of the role and the company they are applying to, such as the company culture, benefits, pay or hours.

In addition, Harver said CHAT can help save TA teams time by “collecting required candidate details before logging them within the appropriate applicant tracking software and routing the candidate to the next step in the process.”

In May, Harver implemented TruEra, a management solutions provider, to help with the performance of Harver’s behavioral assessment solutions and ensure compliance with New York City’s AI regulations for HR applications. Harver said it uses AI diagnostics, testing and monitoring to evaluate its behavioral assessment solutions on an ongoing basis, including the bias metrics specified by regulators.

By Gracie Wirick

Gracie Wirick is a writer and editor at RecruitingDaily and the HCM Technology report. A Purdue graduate with degrees in Professional Writing and Communication. She is a lover of classics and literature with an unfortunate penchant for the Oxford comma.


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