EvaAI

Paid

Twitter

Facebook

Copy Link

EVA is a cutting-edge AI solution aiming to transform HR and talent management. Employing cognitive technologies from the 4th industrial revolution, EVA offers a suite of digital HR solutions that foster sustainable human capital management (HCM). These solutions enhance productivity, talent experience, and decision-making through personalized automation and predictive analytics. EVA's modularity ensures seamless integration with existing tech infrastructure without compromising security, providing insights, recommendations, and facilitating engagements that align with organizational growth and sustainability goals.

How EVA can help you:

Personalizes digital experiences for talent engagement and HR efficiency.
Predicts outcomes to aid in sustainable human capital management.
Automates routine tasks for better productivity and talent experience.
Integrates with existing systems for a cohesive HR technology environment.
Supports data-driven decision-making through real-time insights and analytics.

Why choose EVA: Key features

AI-based recommendations for job vacancies, missions, and learning materials.
Insightful metrics and critical information to support workflows and decisions.
Modular and highly configurable platform for custom HCM solutions.
Secure integration with tech infrastructure, preserving data integrity.

Who should choose EVA

HR departments aiming for growth and sustainability in talent management.
Organizations looking to digitalize HR processes and enhance efficiency.
Leaders striving for better decision-making in talent acquisition and management.
Enterprises interested in leveraging AI for productivity and strategic HR development.

About EvaAI

Website

https://eva.ai

Release Date

February 2024

Pricing

Paid

Related fields

Related News

LinkedIn Unveils AI-Powered Hiring Assistant to Revolutionize Recruitment

LinkedIn introduces its first AI agent, Hiring Assistant, designed to streamline recruitment processes and enhance efficiency for recruiters. This tool automates various tasks from job description creation to candidate sourcing, marking a significant step in AI integration within professional networking.

11 Sources

Wed, 30 Oct, 12:02 AM UTC

Can AI make human resources more personal? Many HR leaders seem to think so.

Like it or not, generative artificial intelligence will likely be part of your daily work life in the near future. While most companies have taken a wait-and-see approach to implementing AI technology -- in 2017, just 6% of companies used AI, per the National Bureau of Economic Research -- the introduction of ChatGPT in 2022 offered a number of practical ways to implement generative AI's new capabilities in everyday work life. WorkTango analyzed research from Gartner to see how human resources departments plan to use AI. Gartner fielded the survey among 179 HR leaders on Jan. 31, 2024. HR leaders tend to hold C-suite roles, such as chief people officer or chief of talent, and are responsible for driving decisions that shape the relationship between management and employees. While the human aspect of HR is irreplaceable, company leaders have found that AI can relieve employees of low-level tasks and free them up to handle more complex situations that may provide higher job satisfaction. Customer service chatbots and voice-assisted AI can handle simple calls, freeing up employees for more complex questions that are more interesting to tackle. AI can also quickly summarize data to allow employees to focus on higher-level analyses, assist with software coding, and delegate tasks. Researchers have found that when workers use AI within its capabilities, it improves work performance by up to 40% compared to non-AI users. This has led more companies to jump on the AI bandwagon, with 1 in 3 companies implementing it today, according to McKinsey. HR leaders feel the need to leverage AI tools sooner rather than later. Gartner found that while fewer than 2 in 5 HR leaders have researched or implemented AI tools, over 3 in 4 believe that their departments will need to use AI by 2026. Many HR functions could benefit from using AI, particularly mundane, repetitive tasks that would free up workers' time to do more advanced work. From recruiting and administrative tasks to learning and development, HR leaders are starting to understand how AI can help them manage and improve an organization's workforce -- while maintaining privacy and confidentiality. Interview questions Recruiting and screening potential hires is a key aspect of HR, and there are opportunities for acceleration in this area. According to Gartner, 28% of HR leaders plan to implement generative AI Large Language Models to help them streamline the interview process. These LLMs can be particularly helpful when potential hires interview with multiple departments. HR teams can prompt LLMs to write targeted interview questions specific to the job opening and required skills. AI can also support interviewers by transcribing and summarizing live interviews. This allows teams to focus on the interview rather than note-taking and removes the need for follow-ups due to incomplete notes. Hiring companies could benefit from a more efficient hiring process, and they can also shorten the waiting game for potential hires. Research Gartner found that 29% of HR leaders plan to look into AI tools to help their teams with the learning and development aspects of their roles. Generative AI tools can help HR employees research content to build better learning modules. According to consulting firm BCG, HR staffers spend 10 to 20% of their time on people development, training design, and delivery. AI implementation could drive a 10 to 25% gain in efficiencies. This would enable HR professionals to develop and deliver higher-quality training and implement more responsive interfaces to promote internal training opportunities. Companies can also use the money saved to develop higher-quality video content. Writing job descriptions HR leaders told Gartner they were interested in leveraging AI to reduce time spent on mundane tasks, with 41% looking into AI tools to help write job descriptions and capture skills data. LLMs can help companies write updated, accurate job descriptions that lack bias and contain the right information to attract the best candidates. Companies that use these tools do find they still have to customize AI-created job descriptions to match their corporate branding, but AI saves them from having to start from scratch. LLMs can also summarize job descriptions to highlight key information HR workers need to know. Administrative tasks Gartner reported that 42% of HR leaders were exploring the use of AI tools to support HR operations administrative tasks, including policy development and document generation. According to BCG, administrative tasks eat up the largest portion of HR employees' time, anywhere from 20 to 30%. Generative AI tools can develop onboarding materials, automate tasks, streamline payroll administration, improve data management, and improve internal reporting. Other department managers can interact with these tools in a conversational way that's more intuitive than remembering how to use a myriad of tools and systems. BCG notes that AI tools have the potential to increase efficiencies for administrative tasks by 25 to 50%. Automating time-consuming tasks using AI can help human resources professionals focus on people-centric tasks, including employee experience and well-being -- a priority for many HR professionals according to a 2022 SHRM report.

Miami Herald

Tue, 29 Oct, 8:00 PM UTC

Will an Oracle HR Hire your Digital Twin?

"Imagine if each of you had a digital twin, an agent; and I, and my agent, are talking to all of your [candidates'] digital twins to coordinate and negotiate." proposed Nagaraj Nadendla, senior VP, Oracle Cloud HCM Product Development. We have likely had numerous discussions about AI replacing or augmenting various roles, without a definitive answer on how it will unfold. However, one domain, which has 'human' in its very name, has been among the earliest adopters of AI. We spoke about it earlier last year when we said ChatGPT takes over HR. Today, AI forms an integral part of human capital management (HCM) and Oracle is leading the way. Interestingly, Oracle's HCM has even thought of agents and digital avatars to participate in all interactions. At the sidelines of the recent Oracle CloudWorld 2024 in Las Vegas, Nagaraj Nadendla, senior vice president of Oracle Cloud HCM Product Development, spoke to AIM about the scope of AI in high-volume HR tasks such as recruitment and brought up the concept of digital avatars doing it for you. Citing the challenges of coordinating high-volume interviews in regions like India, APAC, JPAC, and Southern Latin America, where scheduling across multiple candidates can be time-consuming and repetitive, Nadendla proposed the concept of digital twins for automating the process and improving efficiency. He asked the candidates to imagine having a digital twin as an agent who could coordinate and negotiate with other agents (digital twins). "It's not just about coordination," Nadendla further added. Nadendla focuses on AI agents in HR tasks as a feature that already exists. He believes it can handle tasks like sifting through thousands of resumes and identifying the most suitable candidates based solely on skill sets, bypassing potential biases related to gender, ethnicity, or educational background. "Generative AI or passive AI in general doesn't know gender, ethnicity, [etc.]. It's all about skills," Nadendla explained, highlighting how AI can mitigate some of the biases that have historically plagued the recruitment process. While the idea of using AI agents for recruitment and other selection processes is intriguing, it inevitably raises the question of how these models will navigate and prevent hallucinations. Something Oracle is well aware of. "Our team is also very focused on the forest, not the tree. The tree is the bias," he said, "Every time there's an introduction of technology, some derivative, not-so-great outcomes are there," he admitted. However, he remains optimistic that the benefits of these innovations far outweigh the challenges, especially when organisations focus on the broader advantages rather than individual hurdles. "Humans are the most wise. There's no machine that can beat humans," said Nadendla. However, he highlighted that "human bias is worse than any other bias." Nadendla firmly believes that AI is playing a larger role in hiring, helping reduce bias and speeding up candidate screenings, especially in high-volume industries. He goes on to cite tools such as biopsychology-based assessments and AI-driven skill evaluations where human oversight remains crucial. While AI can handle tasks like sifting through resumes and assessing technical skills without bias, final evaluations and key decisions still require human judgement to ensure fairness. In India, the HR tech platform GetWork.ai has been leveraging AI for recruitment tasks. The startup's CEO, Rahul Veerwal, earlier told AIM that their platform receives thousands of applications per job posting. To ease the process, it offers a feature that matches a candidate's resume to the job description by percentile. Once the desired score is reached, an AI voice bot conducts interviews at a rate of 1,000 calls per minute, allowing recruiters to hire candidates within a day. In a recent podcast, Matt MacInnis, COO of Rippling, a workforce management system, spoke about AI implementation. "AI is going to contribute in some way to evaluating Human Performance and so we knew there was an opportunity here and that's what talent signal is going to deliver," said MacInnis, speaking about the company's vision of using AI in their operations. It is evident that the incorporation of AI into HR processes is now not new. Nadendla believes it is not about replacing human workers but enhancing their productivity and decision-making capabilities. "We are here to help our customers be successful in whatever endeavour they undertake," he concluded.

Analytics India Magazine

Tue, 8 Oct, 8:13 AM UTC

Top 6 AI tools for the modern employee

AI-powered tools have the potential to make mundane, laborious work manageable, leaving you the time to tackle the tasks that matter most. AI has received its fair share of criticism lately, with topics such as biased hiring, employment insecurity and unsafe data storage dominating the conversation. Whereas all of the above is true and the regulation and ethical scrutinising of AI is vital to the advancement of present and future technologies, AI, when used responsibly can be a gamechanger in the workplace. From data-based decision making and collaboration, to increased DEI engagement and improved workflow, AI tools, when treated like an asset rather than an additional employee, can boost productivity and give time back to the workforce. So, what AI tools should the modern employee be using in 2024? ChatGPT ChatGPT, when used to its full potential, is an AI-powered platform that can offer significant assistance in the workplace. It does, however, come with a caveat of sorts. Due to issues of ownership and authenticity, many employers, institutions and organisations will rightly insist upon an iron-clad ChatGPT policy. If your organisation allows the use of ChatGPT to aid you in your work, there are a number of ways in which it can be incredibly useful. For example, if you are dealing with a complex subject matter, you can paraphrase it and ask the app to explain what it means using basic language and terminology. It offers a range of time-saving features, such as the ability to compile and summarise research, translate foreign languages and generate workflow templates. As long as you view ChatGPT as an assist, rather than a replacement for your own work, you can't go wrong. Just make sure your use of the technology is in line with company policy. Grammarly Pobody's nerfect and we all learn from our mistakes, but they are still best avoided where possible. AI-based writing assistant Grammarly, which can be installed as a browser extension or plugin, helps ensure that your writing is not only correct in terms of grammar and punctuation, but that the tone is right and the piece readable. It can be installed on a range of devices and aims to improve your writing overall, not just from a technical point of view. It is also an invaluable tool for anyone who may have additional needs, for example people with dyslexia, or those with visual or auditory conditions, as it has an in-built text-to-speech function. Consensus If you are working in academia then you are likely no stranger to long days and nights of research, information storing and note-taking. It can be an exhausting, time-consuming activity that may not always bear fruit. Consensus is an AI-powered academic search engine that gives users access to more than 200m peer-reviewed, science-based research papers. If you are getting bogged down in the information overload, Consensus can help redirect your focus and get you back on track. Github Copilot For the programmers among us, Github Copilot is essentially an app that operates as a coding buddy. Writing and reviewing code takes a great deal of energy, time and patience, as one misplaced dot has the potential to undermine hours of work. Join us to create the technology of tomorrow Join us to start Caring. Connecting. Growing together Building relationships, creating value Unlocking the potential of biology for patients As you 'partner' with Github Copilot, it can make suggestions relating to code, offer help via a chat feature, track changes and create and manage collections of documentation, to be used contextually as you engage with the chat functions. For those who code frequently, Github Copilot can increase writing speed, accelerate work and leave more time for problem-solving. Otter.ai If a significant portion of your work involves phone, video or in-person conversations that have to be recorded for later use, then Otter.ai, or similar AI-powered transcription apps are an absolute must. The platform, which can easily be integrated with a wide variety of existing workplace programmes, can record conversations and meetings, transcribe content and be shared across multiple teams. Search features enable you to seek out specific aspects of the conversation and the app will also make note of the different speakers throughout. You can even access a brief summary of the conversation, to get the gist of a call, without having to listen back or read the full document. Canva Online design and visual communication platform Canva is ideal for anyone whose role depends on creating captivating visual content. Its easy to navigate interface makes it a perfect choice for people who are starting out, as well as those with more experience. Users can customise graphics, images and text to fit a specific design choice, or make use of pre-existing templates. The usability of Canva across a wide variety of social media platforms also makes it a great choice for employees looking to extend their reach and engage with a broader audience. Canva is a useful AI tool as it can save an employee a significant amount of time, while still producing a professional looking image. It also enables users to view metrics of success to determine the who and hows of public engagement. When used correctly, that is to say as a helping hand, rather than an easy-fix, AI-powered tools can revolutionise the workplace, making operations run that little bit smoother. So, why not experiment with a few and see how they improve your day-to-day workplace activities? Don't miss out on the knowledge you need to succeed. Sign up for the Daily Brief, Silicon Republic's digest of need-to-know sci-tech news.

Silicon Republic

Fri, 11 Oct, 12:01 PM UTC

Hiring with AI doesn't have to be so inhumane. Here's how

Collaboration between AI and humans is reshaping how the recruitment process works. Goldman Sachs received 315,126 applications for its 2024 internship. That same year, Google received over 3 million applications, and McKinsey got more than 1 million. Between 2014 and 2022, the Indian government received 220.5 million applications for central government jobs. The sheer volume of job applications from various talent pools is too vast for human recruiters to manage effectively. Further, recruiters often struggle because many applicants exaggerate or misrepresent their skills, making it nearly impossible to assess candidates at scale. As a result, truly qualified and talented individuals often get lost in the crowd. Approximately 88% of companies already use some form of AI for initial candidate screening. Despite widespread adoption, scepticism persists regarding AI's effectiveness in recruitment. This is understandable given that traditional AI systems still largely rely on self-reported candidate information, making them susceptible to inaccuracies. What's more, these systems can also filter out highly qualified, high-skill candidates if their profiles don't match the exact criteria specified in the job description. To address these shortcomings, micro1 developed a fully conversational AI interviewer to accurately assess both technical and soft skills through a dynamic, real-time process. Unlike static resume screening or conventional automated tools that rely on historical data and keyword matching, this approach engages candidates directly to evaluate their genuine competencies for the applied role. Traditional hiring methods have long struggled with bias - studies show that candidates with identical resumes often receive different responses based on factors such as name, gender or educational background. For instance, Amazon once abandoned an AI hiring tool after discovering that it penalized resumes including the word "women's", highlighting how such systems can inadvertently perpetuate historical discrimination. By shifting the focus from self-reported credentials to skills-based evaluation, the conversational interviewer minimizes the risk of favouring specific backgrounds while maintaining fairness and consistency. Its adaptive questioning, tailored to job-specific competencies, helps level the playing field for non-traditional candidates, career switchers, and underrepresented groups, ensuring that assessments reflect true potential rather than past hiring patterns. Stanford researchers Emil Palikot, Ali Ansari, and Ada Aka conducted an experiment in collaboration with Nima Yazdani from the University of Southern California comparing two distinct recruitment methods to assess the effectiveness of this AI-driven recruitment approach. In the traditional method, a conventional automated system ranked resumes, and recruiters selected the top candidates for subsequent human-led interviews. In contrast, the AI-assisted approach required candidates to complete structured, AI-led interviews designed to evaluate both technical and soft skills, with only the top performers progressing to human interviews. Applicants were randomly assigned to either pipeline, and recruiters then selected top candidates based on either resume rankings or AI interview results. The results were striking. Candidates who underwent AI-led interviews succeeded in subsequent human interviews at a significantly higher rate (53.12%) compared to candidates from the traditional resume screening group (28.57%). This demonstrates that AI-led interviews provide a highly effective initial filter, enabling recruiters to focus exclusively on candidates with verified competencies. Moreover, the AI-led interviews underwent a quality assessment, where a dataset of transcripts from interviews conducted by both AI and human recruiters were blindly and independently reviewed based on two criteria: quality of interview questions and conversational dynamics. AI-led interviews consistently outperformed human-led interviews. Specifically, AI interviews showed significantly higher conversational quality and more relevant, well-structured questions than their human counterparts. Importantly, AI interviews exhibit a lower standard deviation in quality scores, ensuring higher consistency compared to human-led interviews, which in turn creates a fairer process for all candidates. The analysis also found that the conversational AI approach particularly benefited younger candidates and those with fewer years of professional experience, while women also experienced a modest improvement in outcomes compared to the traditional hiring pipeline. The impact of AI in recruitment extends beyond improving candidate selection accuracy. Our analysis of different hiring scenarios also showed that AI-assisted processes can lead to significant cost savings. In one representative scenario, using conversational AI in hiring led to an 87.64% reduction in financial costs compared to traditional methods. This was mainly because AI handled initial screenings, reduced manual workload and helped recruiters focus on the most qualified candidates, making interviews more efficient. By using AI to assess candidate qualifications early in the process, companies can streamline recruitment by minimizing time spent on initial screenings and directing interview efforts toward the most promising candidates. This reduces costs, accelerates hiring timelines and creates a fairer process for candidates. The key to the future of hiring lies in human-AI collaboration. Our experiment suggests that conversational AI serves as a highly effective initial filter, identifying candidates with the right skills while allowing recruiters to focus on more nuanced factors such as cultural fit, communication style, and problem-solving ability. Human oversight also helps refine AI-driven processes, ensuring fairness and mitigating potential biases. Rather than replacing recruiters, AI enhances their role by reducing repetitive screening tasks, making the hiring process more efficient and equitable. Perhaps most tellingly, user reviews indicate candidates enjoy the process. Rather than submitting a resume into a black-box system and hoping for a response, they engage in a transparent, interactive process that evaluates them holistically. Beyond evaluation, AI has the potential to reshape workforce planning, helping companies anticipate talent needs, identify skill gaps and recommend upskilling opportunities for employees. Organizations may also leverage AI-driven career matching, guiding candidates toward roles that align with their strengths and aspirations rather than just past experience. As AI becomes more embedded in hiring, the focus must remain on ethical implementation and human oversight. Ensuring transparency, preventing bias and maintaining candidate trust will be critical in shaping AI-driven recruitment systems that are not just efficient but genuinely equitable. AI will not replace human decision-making in hiring - it will augment it, making recruitment more strategic, inclusive and data-driven. Companies that embrace this evolution thoughtfully will attract better talent and build more diverse, dynamic and future-ready teams.

World Economic Forum

Fri, 28 Mar, 4:35 PM UTC

Similar products

PalmAI

PalmAI revolutionizes talent retention and career development through advanced AI, offering a comprehensive suite of tools for skill mapping and career progression.

Contact for Pricing

ForEva

Eva - Your AI Ordering Assistant boosts your business with efficient phone ordering systems, integrating seamlessly with POS platforms like Square and Clover.

Contact for Pricing

EvolvAI

Evolv AI is the first AI-led experience optimization platform that recommends, builds, deploys and optimizes testing ideas for you.

Contact for Pricing

Hirex.ai

Hirex.ai is an innovative no-code voice AI platform designed to make initial job interviews inclusive, fair, and efficient using AI, ML, and NLP technologies to screen candidates.

Freemium

Sreda.ai

sreda.ai – an innovative AI-powered platform, which allows businesses to speed up training, increase efficiency and synchronize employee efforts with company goals

Contact for Pricing

Your one-stop AI hub

The Outpost is a comprehensive collection of curated artificial intelligence software tools that cater to the needs of small business owners, bloggers, artists, musicians, entrepreneurs, marketers, writers, and researchers.

Creative and design