Decidr

The recruitment industry is undergoing a major transformation with AI-powered hiring solutions. In this roundtable, industry experts from Decidr and CareerOne discuss how artificial intelligence is redefining job matching: eliminating outdated processes, improving candidate experience, and helping employers find top talent faster.

Key Takeaways:

• AI-driven hiring boosts candidate-job match rates by 8x
• Employers are now connecting with 65% more jobseekers
• AI personalises job searches based on suitability, preferences, and intent
• Quality hiring is no longer about volume but precision

CareerOne’s Banjo AI is at the forefront of this shift which is automating job applications, refining job-candidate matching, and revolutionising talent acquisition.

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Q&A

Q: Really keen to understand what CareerOne was focusing on in the DD process when evaluating or looking to partner with an AI solution? And what was the deciding factor (no pun intended) that made LV1 stand out as the provider of choice? To better understand the MOAT of the tech.

A: Keeping to a relatively high-level without going under-the-hood into our initial explorations of Decidr, we were impressed with Decidr's ability to have a highly functional AI agent that didn't rely heavily on data normalisation. Decidr's central tenet is to ask questions. First and foremost ask questions of the available internal data, then ask questions of the wider world of information, and then finally to ask questions of the human in the loop (HITL). This methodology is highly congruent with the goals we had in mind as to how our new experience would work and from there the synergies started to develop. We have worked with and assessed multiple technology partners in the recruitment technology space and none were able to co-solution our products in the way Decidr has helped to bring Banjo and C1AI to life. Decidr's technology is, as the name suggests, focussed on making decisions on particular tasks. In the jobs and hiring space, decisions are constantly being made around which jobs to apply to, how to tailor profiles, what is the right salary, what are the key skills etc. And these decisions have historically required manual repetition from users involved on both sides of the marketplace.

Q: Is CareerOne using Decidr for outbound sales to contact potential new clients, thus reducing time spent by SDRs?

A: Yes we are - As we touched on during the discussion our new product is brilliant at ingesting job content and generating matches from our talent pool of active candidates. This new model allows us to approach new clients with matches to their active roles, served fresh from the market. It's a wonderful addition to our sale process in that we can proactively prepare and deliver value to our clients, who simply need to unlock access to our talent to start hiring. Historically our sales approach has been a similar proposition to other job boards, come and post your job and see what you might get.

Q: Can the system access LinkedIn and then find people marked as “open to work” with relevant attributes, or do candidates need to go through the CareerOne system?

A: Currently candidates need to go through the CareerOne system as this requires specific T&Cs to capture and utilise their information. Keep an eye out in the next few weeks for the announcement on Decidr integration with HRIS platforms whereby explicit candidate applications will be matched and filtered regardless of source.

Q: You have discussed candidates who are actively seeking a new opportunity. Have you utilised the product for executive search, meaning identifying potential candidates who are not actively seeking new roles?

A: Yes, in fact alongside the new rollouts coming to our platform will be job hunter configuration that allows us to hold a long-term relationship with them that is focused on their macro career journey. In practical terms, candidates will be able to flag they they are not "looking for a job" but are "open to be contacted" should the right kind of opportunity come their way. Without giving too much of the secret sauce away around what recruiters and employers will have at their fingertips, our product will also blur the lines around what it means to be hiring for a role, offering a way for employers to have a "radar" always looking for the best talent, without (or before) a vacancy comes about. It would be akin to always having a backbench of the next available candidates.

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