Based on the feedback we have received from most Hiring Managers, the frustrating part of the HR main duties involved in spending a lot of time screening all the candidates' CV/Resumes for a given job position.

To solve this issue, we have built an intelligent resume matching software tool specifically aims at analyzing resumes and CVS and it finds the most qualified candidates that best match the job position. The software is powered by Artificial Intelligence (AI), and it can find the most qualified candidates, as good as human experts.

The HR Analytics tool can also predict whether an employee is going to resign before it happens, which will be very helpful for HR Managers and Executives to take proactive action/measures.

How It Works

Automated CV/Resumes Extraction and Job Descriptions from Your Email Accounts

With Analyticray’s HR, you can figure the software to pull resumes from multiple Email Accounts. Therefore, there is no need to download CV/Resumes one-by-one from your email(s).

Automated CV/Resumes Extraction & and Job Descriptions from Your Database(s) or Folder(s)

Analyticray’s HR allows you to specify your database and/or folders in the computer where all the CV/Resumes and job descriptions are located. There is no need to upload resume one by one.

Automated CV/Resumes Extraction from Your Database(s) or Folder(s)

Analyticray’s HR automatically extract job descriptions and CV/Resume from every candidate’s profile viewed by recruiter. In average, a recruiter can view between 40-100 resumes a day. A recruiter does not need to download the CV/Resume for each one as the software will automatically do this.

Create or Select Job Descriptions from the Database or UI

Analyticray’s HR provides easy-to-use wizard that allows Recruiter to create a new job description or the Recruiter can simply select the Job Description from the UI. The Candidate Screening wizard also the Recruiter to filter specific candidates based on several criteria e.g., Role, Skills, Experience, and Location.

Intelligent Job-Resumes Matching

Are you struggling to find the best candidates for a given just simply using keyword search? AnalytiCray’s HR employs state-of-the-art Artificial Intelligence and Machine Learning Techniques that can find the best matches for Job Vacancy-Candidates as good as Human Recruiters. Therefore, you can rely the machine to find the best candidates for you while you can effectively save your time to focus on other tasks.

Intelligent Messaging & Candidate Follow-Up

Recruiter typically spend a lot of time to contact candidates whether they are interested for a job position. AnalytiCray’s HR automatically sends an email or a SMS message to candidate if he/she is interested on the job position. Therefore, HR Executive/Managers do not have to contact each candidate manually one by one.

English and Malay Languages Support

AnalytiCray’s HR is able to match a job description with CV/resumes in both English and Malay languages. We can also customize the software with any language(s) of your choice.

WHY ANALYZE EMPLOYEE RETENTION RATE AND PREDICT EMPLOYEE RESIGNATION?

In most companies, employee retention process is very passive. When an employee resigns from a job, the person is asked to take an "exit interview“, in which the feedback is taken. The HR then tries to learn insights from that the feedback and make appropriate modification to company’s policies based on these feedback. However, such approaches have 6 serious concerns:

The employee often afraid to share the real reasons for leaving the company during the exit interviews. Therefore, the analysis from the exit interviews will not be accurate.
The quality of insight gained from an interview depends heavily on the skill of the interviewer. Therefore, the results may vary with different interviewers.
Very challenging to systematically aggregate insights across all employees who have left. HR staff need skills and experience to conduct different types of statistical analysis.
Exit interview strategy is a passive method to obtain information to drive policy changes. There is a need for a more active strategy to drive HR retention policies.
Prevention cannot be enforced to current employees with exit interview method. Actions can only be implemented to other employees. There is a need for a strategy that should prevent current employees from leaving.
Actions must taken to prevent an employee before leaving. In doing so, HR must identify the the real reason as to why the employee decides to leave. By having real understanding on the issues, HR can take an immediate action to identify the issues and resolve the issues to prevent the employee from leaving.

Resignation Analysis

Compare how the resignation rate varies across locations, functions, salary hikes, age groups, performance ratings, and other variables, to ensure that HR investments and financial budgets are targeted to deliver the most significant results.

Resignation Root Cause

Correlate resignation with factors such as promotion wait time, pay increase, travelling, performance, attendance, employee development, while cross referencing resignation variables with historic data and past resignations to see which indicators are the most relevant. Based on these findings, HR Managers can drive and fine-tune retention strategies and policies.

Resignation Prevention Measures

Identifies employees at risk of leaving (before it happens), so HR can take preventive steps and Managers can take immediate actions to change work conditions and behaviour to prevent employees from leaving.

Intelligent HR Job-Resume Matching