TalentSight optimises the search for the right people, for the benefit of the human factor in the recruitment process

Scrolling through hundreds of CVs submitted through job boards, looking at candidate profiles on the various professional platforms, and subsequently analyzing the candidate profile, takes too much time of the recruiters, which could be optimized and invested in the live human contact. Namely, the essence of the HR specialist's work is the conversations with the candidate - this is for the selection specialist to hear the candidate's expectations, needs, interests, in order to be able to present him with the best opportunity that would satisfy him. Of course, the communication between HR and the candidate should not end with one conversation, as the recruitment specialist is the one who will fight and defend the candidate's demands to the employer in the future as well. 

TalentSight has made the optimization of this process, in favor of live contact between recruiter and candidate, its mission. The opportunities that the digital age in which we live in, as well as the rapid introduction of AI, make this possible. Talentsight has created the first AI-assistant of its kind to help recruiters, fully adapted to the Bulgarian market. 

About the application of technologies and AI in the optimization of personnel selection, trends in the HR sphere and the future of communication between selection specialists and potential candidates, in a conversation with Jessica Valcheva, editor at Forbes Bulgaria, Todor Ranchev, executive director of TalentSight, and 

Alexander Gekov, the company's chief technical officer , during the Forbes HR & Employer Branding Forum. 

The forum, which took place on September 25, brought together leading experts in the field of human resources and employer image to share their successful practices and outline trends in the field. 

Jessica Valcheva, Forbes: You have many years of experience in the IT sector, what inspired you to move from the world of programming to solving problems in the HR sphere?

Alexander Gekov, Talentsight:   We completed our higher education abroad. But a trend began among young people to return more and more to Bulgaria. We made a very important decision for us, namely to return here to Bulgaria, because we saw an opportunity to positively change the environment here in Bulgaria. We did this by creating our own business. 

Todor Ranchev, TalentSight: Our story goes back even further, as we both graduated high school together. Then I went to study in England, and Alexander in Holland. After that, the feeling of real satisfaction of solving significant problems, together, and the opportunities that Bulgaria offers, made us come back here.  

 Alexander Gekov, TalentSight: In the beginning, we were on the other side as candidates. As programmers, we have encountered quite a few proposals from selection specialists. We saw a gap in expectations between HR experts and candidates, and it prompted us to wonder if we were the only ones experiencing this problem. To this end, we conducted in-depth research with HR experts in the field to tell us exactly where the problem is, where the discrepancy is coming from, and guide us. Accordingly, we should use our expertise as technical persons to be able to make a decision that benefits them and us. 

Jessica Valcheva, Forbes: What's the biggest problem HR experts face when recruiting IT professionals?

Todor Ranchev, TalentSight: 70% of all hired people annually do not come from career sites. And these are the so-called passive candidates. We want to touch them all. We started looking for what creates this gap or what is the thing because of which there is a discrepancy between the expectations of the two sides.

First of all, we noticed that it is extremely time-consuming for recruiters to review hundreds if not thousands of profiles every week. At the same time, these are tasks that can be largely saved, for example, by artificial intelligence (AI). 

Meanwhile, tasks such as conducting interviews, communicating with people, somehow remain in the background. This is where we wanted to help. 

Alexander Gekov, TalentSight: What we are developing can be said to be an AI assistant that aims to automate and facilitate all the "boring jobs" of a recruitment expert's daily life. 

The skills of the experts in the field do not lie in flipping from page to page, wondering if a candidate fits the profile described by him. 

We live in a time where we can afford to use systems and automate some of these processes and the human part remains: To have more time for creating human relationships, more individual time, face-to-face contact. These are important things that are the essence of being a recruiter. For the solution itself, we use AI and a variety of algorithms that provide recruiters with the ability to identify and screen candidates faster, regardless of whether they have technical expertise. 

In addition to finding and contacting candidates, it is very important to "woo" them so that they can then show interest in the job offer. 

Jessica Valcheva, Forbes: How do HR experts perceive artificial intelligence?

Todor Ranchev, TalentSight: The interesting thing is that we are still talking in the future tense. But AI is here. There are a few things that AI is very good at, and that is precisely this recognition and processing of data. Even now, all of us who use ChatGPT know that we can request a text to be shortened, to write a song, etc. 

However, there is no way to do a live interview in the office. And it is precisely this human relationship that cannot be obtained. We need to use AI where it is strong so that we can save maximum time to spend more on human contact. 

Alexander Gekov, TalentSight: Artificial intelligence significantly reduces the time for hiring employees from the initial identification process to the final phase of the selection process. TalentSight managed to increase the percentage of candidates responding to messages. This leads to thousands of BGN in saved costs or in generated revenues according to the company's activities.

Jessica Valcheva, Forbes: What trends do you expect to develop in the coming years? 

Todor Ranchev, TalentSight: The future lies in saving the administrative and monotonous work that every recruitment specialist has to do on a daily basis. This slows down the process more than it helps, and this is where we can use artificial intelligence. This is also our mission. Let's use AI where applicable, not fear it.