What Kind of Leader Are You? AI Will Tell You!

Tired of it? So are we! Conducting hundreds of interviews and screening out candidates who simply don't align with the management's values. We surveyed recruiters and found out that, when hiring, soft skills have long been far more important than professional skills.

What if, at the very first stage of selection, candidates who don't fit the leader are screened out? The only thing left to understand is the specific psychological type of the leader.

To select candidates based on the leader's psychological type, we launched an internal startup, Sailet — recrut.ink. We are an IT company from Kazakhstan specializing in software development and the implementation of artificial intelligence for business process automation. Over 10 years of successful work in the IT product market and hundreds of successful development cases worldwide.

To automate the hiring process, we developed an AI model based on technologies like Python and PyTorch. The selection process is based on the "Big Five" personality assessment and Raymond Cattell's 16-factor questionnaire.

How Does It Work?

The "Big Five" is a personality assessment model:

• Cooperation
• Openness to New Experiences
• Conscientiousness
• Extraversion
• Neuroticism (how prone a person is to anxiety)

The model provides insight into:

• How does a person perceive the world?
• How does a person interact with others and manage their emotions?

Raymond Cattell's 16-Factor Questionnaire (16PF) is a psychological test for personality assessment. Each factor represents a specific trait of personality, such as emotional stability, dominance, attention to detail, and others.

How does recrut.ink work?

The service process is divided into the following stages:

1. Defining the Leader's Psychological Type

We conduct a personality assessment based not only on direct answers but also on behavior during the testing process.

2. Analyzing the Job Description to Find Candidates

3. Searching for Candidate Resumes in the Public Domain

The model studies all publicly available resumes and analyzes the resumes that are submitted for a specific job vacancy.

4. Automatic Determination of Candidate's Psychological Type Based on Social Media Profiles

Now this is the most interesting part. Everyone writes in their resumes that they are communicative and love to read. But what’s the reality? Let’s ask their neural networks.

5. Searching for an Available Slot in the Leader's or Recruiter's Schedule

6. Scheduling a Meeting with the Best Candidates

Recrut.ink allows freeing up the time of the leader and HR specialist to focus on more important tasks.

The AI model improves the quality of candidate selection. No interview, no matter how thorough, provides the most detailed information about a candidate.

Тиімді команда түсіністікке негізделеді. Бұл тәсіл команданың ішінде қақтығыстарды азайтады. Мұнда бәрі қарапайым: түсіністік + ортақ құндылықтар = компаниядағы жайлы орта.

Recrut.ink helps reduce recruitment costs. recrut.ink reduces the need to contact recruiters. The HR specialist’s time spent searching for suitable candidates is significantly reduced through the automatic analysis of resumes from all candidates in the market.

In reality, AI is capable of automating most processes in companies. We have implemented AI in the production processes of dozens of companies in Kazakhstan. You can also get a free consultation on AI implementation from Sailet specialists. Follow the link and fill out the form!