Podcast appearances and mentions of mya systems

As a reminder, if you are a mid-career high-achiever with the goal of entering the C-suite, let's talk about my new coaching program, Highly Promotable. Here's the link to learn more: https://exclusivecareercoaching.com/highly-promotable Today, we're talking about how employers are using Artificial Intelligence (AI) in job interviews – and what that means for you as a job seeker.  AI is being used in the interview process via Natural Language Processing (NLP), chatbots, sentiment analysis, facial expression recognition and visual perception, speech recognition, tone analysis, and decision-making.  Let's start with some definitions:  Artificial intelligence:Computer systems that can perform tasks that normally would require human intelligence. Artificial Intelligence-trained video interviewing technology analyzes facial features, moods, expressions, and intonations of the interviewees to select the most suitable candidates. Speech recognition, personality insights, tone analysis, the relevance of answers, emotional recognition, and psycholinguistics are used in this hiring process that uses technology automation. The best matches are shared with human recruiters along with AI's own notes on individual candidates. Chatbot:An artificial intelligence feature that is short for “chatterbot.” A chatbot is a software or program that simulates human conversations through voice commands and text chats. Chatbots are used for answering initial questions applicants have and to conduct preliminary “screening” interviews. Immediate feedback may be provided to the candidates.   Natural language processing (NLP):The interaction between humans and computers using natural language. AI's machine learning skills derive meaning and understanding from language as it is spoken by humans. The most common uses of NLP in the market today include chatbots, personal assistants (such as Siri and Alexa), predictive text, and language translation.   What AI tools are available to employers? There are at least four categories of tools: Video Conferencing ToolsEmployers often use video conferencing tools including Zoom, Microsoft Teams, and Google Meet to conduct remote AI job interviews.  AI Powered Interview PlatformsSpecialized platforms like HireVue, Pymetrics, and Mya Systems use AI technology to conduct interviews. These platforms employ natural language processing (NLP) and machine learning algorithms to analyze candidates' responses, assess their skills, and provide insights to employers. Online Assessment PlatformsOnline assessment platforms like TalentScored, eSkill, or CodinGame offer AI-related assessment tests and coding challenges specifically designed for evaluating candidates' AI knowledge, problem-solving abilities, and programming skills. Coding PlatformsFor technical positions, employers may use coding platforms such as HackerRank, Codility, or LeetCode. These platforms allow candidates to write and execute code, solve coding problems, and assess their programming skills.  How should you prepare for an AI interview?  This from Talview.com's website: “Candidates should prepare for an AI video interview the same way they would for a face-to-face interview. They must know everything there is to know about the company beforehand; look up the company website, Google news, press releases, and understand what the company and the industry are all about.“Candidates can also make a list of questions that they would like to ask their prospective employer. Practice makes perfect when it comes to an AI video interview. Candidates can make a list of expected questions and practice their answers. Once the video interview begins, candidates will not be able to stop, erase, or edit the interview and must, therefore, be prepared well in advance.“On the day of the interview, candidates must dress professionally. Position themselves in a straight-back chair and make sure the camera angle focuses waist up.“Although an AI video interview is recorded, it is for all purposes conducted just as a face-to-face interview would. So, candidates should sell their candidacy based on the company's needs and let the employer know how they will meaningfully contribute to their organization.“Finally, candidates are asked to keep calm and exude confidence through their body language.” The bottom line is this: There's nothing new that an AI interview does – it asks the same questions as a human interviewer would. But the deep analysis that goes into the assessment of an interview is beyond human undertaking. The speed, accuracy, and convenience of AI recruitment and AI video interviewing are very valuable. It's impossible that AI interviews will go off the grid – if anything, we will see an increase in its use. DIY vs DFYI'm going to combine the DIY and the DFY for this episode. If you want to improve your interview skills on your own, I recommend Yoodli – a free site that allows you to respond to the system's questions or input your own. Yoodli will help you with things like eye contact, use of filler words, and other vocal disrupters.  If you would like human help with your interview preparation, my interview coaching program includes working with Yoodli + 2, 1-hour coaching sessions. In addition to Yoodli's help, you'll work with me to develop strategies to approach difficult and behavioral interview questions, such as “What is your greatest weakness?” “Tell me about yourself.” “Tell me about a time when…” 

Eyal Grayevsky is the CEO and co-founder of Mya Systems. Mya, the company’s conversational AI assistant, was launched in July of 2016 and quickly became the industry leader in addressing inefficiencies in recruiting and improving the experience for job candidates and recruiters. Prior to Mya, Eyal founded FirstJob, a job marketplace for early career talent, and worked for his family’s recruiting agency, giving him over 15+ years of expertise in the staffing and HR tech industries. Mya Systems has been recognized by CB Insight’s AI 100, AI Breakthrough Awards, Brandon Hall Awards, and Kairos Society’s K50, among others. The company is backed by top tier investors such as Emergence Capital, Foundation Capital, and Workday Ventures, and now supports over 450 enterprise brands, including 52 of the Fortune 500 and 6 of the 8 largest global staffing businesses.

Employers are finding that remote workers are more productive and less stressed, and it seems that people who work remotely want to continue working remotely. Before the global pandemic, 80% of workers say they'd turn down a job that didn't offer location flexibility. Is that still the same? Has remote working lost its shine? As the world of work continues to evolve and change, teams will need to decide when and where to use a remote workforce. But first, companies will need to take a look at their hiring practices and make sure they are reaching the growing majority of workers who require flexible working conditions. Companies can start by creating quality job postings that outline the limits of location flexibility. A section on the careers page must be targeted at attracting remote workers as well in order to keep candidates interested. Recruiting programs, including AI solutions that source and contact passive candidates, should also be upfront about work from home flexibility in order to create quality leads. After hiring a remote worker, it is critical to set aside some initial time for onboarding. An initial project allows them to showcase their skills and enable the employer to then evaluate after completion. This gives your new employee a chance to show their eagerness and initiative while allowing you to assess how the employee fits within your company and overall culture. Vinita Venkatesh, VP at Mya Systems, reveals how businesses can ensure teams will attract remote talent and onboard them properly.    

Sonali Basak, Bloomberg Investment Reporter, will discuss WeWork withdrawing the prospectus for its postponed IPO. Brian Chappatta, Bloomberg Opinion debt columnist, will discuss his column on Investment-grade companies shaking off repo strains, while IPO flops to borrow more than ever. Jeff Powell, Managing Partner at Polaris Greystone Financial Group, will discuss market outlook and potential impact of Trump impeachment inquiry. Eyal Grayevsky, CEO & Co-Founder of Mya Systems on the emergence of AI in the hiring and recruiting process. 

Founded in 2012, Mya Systems brings deep AI and NLP expertise together with recruiting domain pedigree to disrupt the recruiting operational model as we know it. Mya Systems has established itself as a leading conversational AI solution provider serving hundreds of the top enterprises and agencies including 40 of the Fortune 500 and 5 of the 8 largest global staffing firms. The company has raised $32.4M across 3 venture rounds led by top-tier investors such as Emergence Capital and Foundation Capital. Mya’s proprietary conversational AI platform uses state-of-the-art natural language processing and machine learning techniques to automate outreach and communications with job candidates across the end-to-end recruiting process, enabling recruiters to prioritize their time with candidates most likely to succeed. Mya quickly gained an A-list of customers and established itself as a leading AI solutions provider in the recruiting industry. The company has raised $32.4M of venture funding in three rounds from top-tier investors including Emergence Capital and Foundation Capital. The company is on a mission to open up a world of job possibilities for all. Inefficiencies in the existing recruiting model mean the right talent and the right job don't always end up together. Mya’s vision is to create a solution where job seekers get jobs faster, and hiring teams get the most qualified candidates by eliminating frictional unemployment. I wanted to find out more about the conversational AI recruitment platform so invited Eyal Grayevsky onto my daily tech podcast. Eyal's 12+ years of expertise includes co-managing his family's recruiting agency and founding FirstJob, a job marketplace for early career talent. He is also a founding partner at DoubleTap Ventures, a community for entrepreneurs to share advice. We discuss how this industry-first Outreach Automation platform has delivered unprecedented results at scale, including response rates of 40-60% and over 2x increase in recruiter productivity for its customers Entegee, ICS and others. By automating outreach to current and prospective candidates, Mya Systems is also helping large recruitment agencies like Adecco scale efforts to re-engage candidates in their existing database, build new pipelines, automate referral acquisition and manage relationships within their talent community. I learn more about how Mya has spent the last 2+ years scaling its Outreach solution for many of the largest employers in the world, amassing millions of data points to train its conversational AI in the context of passive sourcing and talent pool management. The result is a system that can communicate seamlessly with candidates in open-ended, natural and dynamic conversation, delivering dramatically improved engagement rates and candidate experience for a variety of use cases.

Eyal Grayevsky is the CEO and Co-founder of Mya Systems (formerly FirstJob), creators of Mya, the industry's leading AI recruiter. His 12+ years of experience co-managing his family's recruiting agency and operating FirstJob inspired him to solve the major inefficiencies in the recruiting space. Prior to Mya Systems, Eyal co-founded FirstJob, a job site for companies looking to attract, engage and hire qualified early-career talent from the company's network of over 11M active millennial job seekers. Eyal is also a Founding Partner at DoubleTap Ventures, a community of startup founders that provides an environment for entrepreneurs to share advice. He received his bachelor's degree in Finance from the University of Colorado.

HR News Flash This is your HR News Flash for the week of October 8, 2018, your weekly briefing on talent management and the world of work. To read more about related workplace topics, please visit the HR Certification Institute Blog, HR Leads Business, at HRCI.org. — Are you ready for the holidays? For businesses, preparations for the holiday dash began as early as August in the rush to attract the best seasonal employees. Retailers, hotels, restaurants and other businesses say they have more seasonal job openings than ever. And many are offering significantly higher wages than they did in 2017 to compete for talent. A survey conducted by Snag, an online job board for connecting hourly workers with jobs, finds that the average seasonal worker will earn an hourly wage of $15.40 in 2018, up nearly four dollars from 2017 seasonal wages. The competition for talent is expected to be “fierce,” employers say. More than 3-in-4 businesses report they will offer perks such as paid time off, training and development opportunities, childcare, tuition stipends, health insurance and transportation reimbursements. HRDIVE reports that many employers started early to get a jump on seasonal hires. Kohls, for example, began hiring seasonal workers in August. Harver, a pre-employment screening company, advises companies to make sure they have the resources they need to attract and onboard seasonal workers. It may be smart to hire temporary HR and recruiting professionals to handle high-volume recruiting challenges. “If your hiring team consists of just a few people,” Harver says, “the chances are high that they will struggle to keep up with hiring for the multiple seasonal vacancies in such a short time.” — In related news, recruitment robots are now helping companies win the war for talent. Chatbots, as they are known, are helping recruiters at L'Oréal improve how they process the more than 2 million applications the organization receives annually, TechTarget reports. A chatbot is an application that allows a company to simulate a text or voice conversation. Chatbots are commonly used to respond to routine tasks or questions. They are also used by companies to provide faster responses to customers. L'Oréal is using chatbot technology developed by San Francisco-based Mya Systems. The chatbot answers questions from job seekers and the transcript becomes part of the applicant tracking systems. L'Oréal says that the chatbot’s initial vetting of candidates saves the recruiters time and allows them to spend more time to focus on the most qualified candidates. — Finally, at 3.7 percent, the unemployment rate for September hit a 49-year-low. This is the lowest the jobless rate has been since the Vietnam War. With a strong labor market and economic activity on the upswing, the Fed is forecasting the economy will grow 3.1 percent this year — up from the 2.8 percent it projected in June. The tight applicant market means more competition for talent, even part-timers. Employers, HR managers and recruiters will have to be more agile and creative than ever to land top talent. — Well, that’s your HR News Flash for Monday, October 8. Thanks again for listening to the HR News Flash from HRCI. And check back next Monday morning for the latest podcast from HRCI, a leader in the certification and professional development of HR professionals. Learn more at www.hrci.org.

Dave interviews Paul Holland, General Partner at Foundation Capital who invests in consumer and IT companies and joined Foundation Capital in 2001. Paul enjoys being on the front lines—working side-by-side with entrepreneurs developing fast-growing, dynamic start-ups. He serves on the boards of Peerspace, Kik, InsideView, Respond Software, and Mya Systems among others. Past investments include two IPOS, Chegg (IPO 2013) and MobileIron (IPO 2014), and seven acquired companies including Skycure which was acquired by Symantec. Paul is also the producer of Something Ventured, a critically acclaimed documentary about the early days of the Silicon Valley.

Eyal Grayevsky is the CEO and co-founder of Mya Systems, formerly known as FirstJob.  Mya, the company’s AI-recruiter, was launched in July of 2016 and quickly became the industry leader in addressing inefficiencies in recruiting and improving the experience for job candidates and recruiters. Mya Systems has been recognized by CB Insight’s AI 100, Bersin by Deloitte's 2017 Disruptions Report, and Kairos Society's K50, among others. Eyal's 12+ years of expertise includes co-managing his family's recruiting agency and founding FirstJob, a job marketplace for early-career talent. He is also a founding partner at DoubleTap Ventures, a community for entrepreneurs to share advice.