Hiring Intelligence

By By Joe Dysart

While the wonders of artificial intelligence (AI) are often hyped beyond recognition, AI-powered recruitment software is actually offering real advantages to optical labs.

“I believe AI will help us zero in on the sales professionals needed to grow our business,” says Ronald Cooke, Jr., president, R&D Optical Lab. “Since sales is a numbers game it makes sense that AI would potentially be very beneficial in the recruiting process.”

As in most industries, AI has already been making inroads into the optical lab industry, with companies like Eyoto (https://www.eyoto.com/), which depends on AI in part to reduce the amount of breakage and remakes in the creation of optical lenses.

In terms of recruiting, optical labs have the ability to use AI to automatically crawl the Web for the kind of job candidates they want, auto-interview them via text chat or video on-the-spot, and then auto-schedule the most promising candidates for follow-up interviews by the person who does the hiring.

Other apps enable optical lab owners to automatically rifle through resumes submitted at a company web site for candidates with the exact qualifications the company wants. And still others design neuroscience games that job candidates can play, which glean the people who best exhibit the traits, skills and characteristics you’re looking for.

For optical labs that have decided to embrace AI recruiting, the technology has arrived at an opportune time. Unemployment is at an historic low—4 percent—according to the U.S. Bureau of Labor Statistics, generally making employment a job seeker’s market.

No wonder then that on balance, the tech has become wildly popular.  According to a 2018 survey by business consulting firm Korn Ferry, 63 percent of human resources (HR) pros say AI has already changed the way they recruit.  And 69 percent say that AI has helped them source better candidates.

Given AI’s potential, optical labs will want to check out a representative sampling of what you can do with AI recruiting software:

Robot Vera

A chatbot recruiter, Robot Vera can be embedded on your optical lab web site to instantly interview people who submit resumes or apply for a job with your business in similar ways. Core to the application is a self-learning neural network, which was initially trained to chat with people by reading Wikipedia, “watching” TV shows and studying countless help wanted ads and job interview questions. Moreover, each time Robot Vera interacts with a person, it’s programmed to learn from that experience and be smarter chatting with the next person.

The software can also automatically scan resumes on job sites, phone candidates with the right qualifications and propose an interview on-the-spot. Also, Robot Vera is relentless:  It can make up to 10,000 phone calls simultaneously.


Similar to Robot Vera, VCV can screen hundreds of thousands of resumes directed to your optical lab to find the kind of staff you’re looking for, and then reach out to prospective clients, offering either an online chat or phone call as an interview format. Like Robot Vera, it can make hundreds of calls per minute.  And it uses voice recognition technology to “talk” with job candidates and fill them in on details about your job opening.

The system can also be programmed to use facial recognition—combined with predictive analytics—to screen for the personal characteristics you’re looking for in a lab employee. Videos of select interviews can then be sent to whoever’s doing the hiring at your lab for final review and action.


Similar to VCV AI and Robot Vera, Mya chats-up people applying for jobs at your lab as well as passive hires who look like good prospects. After screening and qualifying, Mya sends its picks to your company’s Applicant Tracking System, along with a transcript of its interviews with the promising candidates it has found.


The key component of Entolo’s software is an AI-driven Web crawler, which looks into every nook and cranny of the Web—including LinkedIn, Facebook and Twitter—to find candidates that match the kind of people you're looking for. It also automatically sorts, analyzes and ranks a person’s eligibility for an open position across several attributes, including job title, work history, skills, likeliness to leave, their current role and more.

Promising candidates are also directly contacted by Entolo, either automatically, or on a schedule designed by the person doing your hiring at your lab.  And its follow-up messaging helps ensure you stay in contact with your most promising prospects.

Google Hire

Already a popular recruiting program, Google Hire recently got an AI upgrade that helps eliminate many of the repetitive tasks associated with the hiring process. Google Hire’s AI, for example, can be programmed to highlight the skills you're looking for in resumes submitted to your business. It can also help automatically schedule interviews with promising candidates.


One of the largest online employment marketplaces in the U.S., ZipRecruiter offers an AI component that can be used to surface the most promising candidates on its board. The feature works by studying how employers—and in the case of this industry, optical labs—rate the people applying for work on ZipRecruiter.  Generally, people who apply for any and all jobs on the jobs board are very likely to get a “thumbs down” rating from the employers who use the service, given that it’s unlikely candidates can be qualified for every position. Next, candidates who get a “thumbs up” from optical labs using the board are analyzed for the traits, skills and characteristics they exhibit, insights that ZipRecruiter uses to recommend candidates with a similar profile.


Pymetrics is a specialized AI HR tool that enables you to assess the character and skills of prospective employees via games it furnishes candidates to play. It designs those games by inviting your existing, most successful employees to play, and then gleaning data on their traits and strengths.

Then, Pymetrics uses that data to judge potential hires who play the same games, looking for people who have the same traits and characteristics of the successful people already working at your company.


Arya takes a similar approach to AI hiring by studying the traits, skills and characteristics of employees you consider to be the most successful and then crawls the Web for job candidates with similar profiles. The program also gets smarter over time about the people your lab is looking for by studying the performance of your existing employees based on their performance reviews, the speed at which they're promoted and the length of time they stay at your business.

Joe Dysart is an Internet speaker and business consultant based in Manhattan. For more information visit www.joedysart.com.


Labtalk-December 2019