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Hack Recruiting and HR Video Podcast Featuring Sahil Sahni

Victor Assad

hi everyone I’m Victor Assad I am the author of hack recruiting and I am here today with Sahil Sahni and he is the co-founder of AllyO and we’re going to chat with him in just a moment but in my book hack recruiting what I am telling the HR community and the recruiting community is that we now have the same digital tools that are available that have been available to marketing to help marketing build brand attract new clients build relationships with those clients and then bring them in as clients HR 2 can use these tools to build an employer brand buying people to recruit build relationships with them and bring them into the company these tools are also finding their way into other HR uses so this is a very exciting time for us in human resources thank you for joining us today Sahil good to have you with with us today it’s a beautiful afternoon here in Silicon Valley and you’re in Palo Alto with your new offices it’s very lovely here 

Sahil Sahni

thank you for having me on the show thanks for coming by my office my pleasure 

Victor Assad

it’s really pretty to be here it’s a wonderful place and you have just an awesome technology I gotta tell you I’m really impressed I write about it quite a bit and hack recruiting but you’ve made a lot more progress with us in essence it takes a long time to publish a book and since we began to write all right so why don’t you tell everyone first a little bit about yourself and what led to the founding of AllyO 

Sahil Sahni

yeah first again just want to thank you for having me on the show and just want to vouch for the book it’s a really good book and I think everyone can really benefit we try to educate the market yeah I think for something like you to go around consolidating all the inside it’s obviously super valuable thank you a little bit about me. I grew up in New Delhi India and after undergrad I ended up coming to the U.S. to Boston and I thought I would just want to do a master’s and and into corporate America right but I found a U.S. Education system to be phenomenal is the flexibility the freedom to do what you want and I ended up doing a PhD Wow and while doing a PhD I had a brief stint at a startup yeah and that’s what like the Entrepreneurship flavor that I got then just me okay and then X here is leader almost five years ago now my co-founder and I very good friends from first year of undergrad we got back together we were just green carded okay there was literally no excuse sure now like be employed at a regular job yeah and we quit our job and and we started to explore ideas and we wanted to do something that has a business impact but at the same time has social impact yeah and recruiting is one of the rare industries where you’re helping people find a job yes but their employers out there who are willing to pay you for it if you do a good job yes and so we we actually spent six months across all the malls in the Bay Area we can’t doubt that we would talk with visitors of the mall and awesome jobs they had told to us by the store managers of the different stores okay and we ran that pseudo staffing company to identify what now have become like the fundamentals of value alright and in that process started very face to face a very old fashioned a grassroots yeah yeah we had no idea because not experienced but but end of the day that led to us coming up with the product idea but also two big fortune 500 companies gave us contracts and I didn’t have a company name to put on that contract and so that led us to start AllyO this is back in 2016 

Victor Assad

okay yeah so this is pretty recent history yeah so in the book I talk about AllyO you know it’s a complete from hello to ninety days later doing follow-up and getting feedback from everyone that applied for jobs and and with AllyO the automation is incredible in the chat bot, chat box excuse me of the bot capability is incredible but what you can track on it is incredible so tell us a little bit about that 

Sahil Sahni

yeah you know one of the few things that we found at a high level if you look at the macro level they were mowing it the experience you’ve had as an HR leader the experience I’ve had as being an employee as mostly being in the professional world in fact Silicon Valley is full of just professionals yes but close to 82% of the labor market and the US and close to 90% of the labor market globally are your hourly workers your low skill high volume and the linked ends of the world the technologies of the world of all addressing engineers and professionals right no one’s doing anything for the vast majority of the labor market yes what we found as this such employees are on the go they have two or three jobs yeah they don’t have a MacBook with them yes they even to apply for a job historically they would have to go to a public library log in and submit that tedious Tadeo application of what I am and really all what they all that they wanted was a chat and more than 80% 85% of the times they would never hear back after yeah these are people who make 20-25 thousand dollars a year right they make up for a bulk of the labor market yeah and it’s super tough for them to find a job it just is wrong at multiple levels not just modeling yeah and so in our in our initial research at the malls and elsewhere we identified that they are much more accessible over the phone the conversations with them because their jobs are not as complicated often can be automated in from a recruiting process standpoint but we also find out that these people because they’re economically at the lower end of the spectrum yeah they will tend to flee a new job that they have taken up if they find somebody who comes and gives them two bucks per hour or more yes or if the manager is not good or they’re bullied or has some discrimination at work they will leave yeah and so we found that in automating the recruiting process in a conversational manner allowed for very high efficiency from hello to getting hired yeah but to keep them retain you have to maintain that touch yeah and the trust that they’ve developed the value through the recruiting process can be utilized yeah hosts joining by checking in and saying hey how’s it going yeah and tell me I do have enough hours as your pay adequate is your manager good is your team good and get training do you get to do uniform whatever it might be yes so that we can help you succeed which is the success of the employer and that journey has taken us now from an end-to-end spectrum of the human capital management from not only recruiting with all the way to exit interviews okay and so that’s been the between the journey overall but it’s the same technology addressing a majority of the market making it more efficient for them and the employers and come together and have success 

Victor Assad

well that’s interesting in the book I lel story pretty much ended 90 days after hire and now you’re applying the technology to two exit interviews and I’m assuming several others … 

Sahil Sahni

Onboarding, when you have people love money yeah other people also like to have money somebody but they love to learn I think for some people at different stages they care more about learning alright all boarding and training and the coordination of that and how happens through annual pulse check-ins like we’ve got every month so today being the last day of the month there’ll be a survey that’ll go out to each of the hundred fifty employees at AllyO checking and how was this month what are your accomplishment okay and and the functional leads will be informed on how they’re doing relative to others that kind of insight is building an 

Victor Assad

engagement capability 

Sahil Sahni

right great the employee engagement also but you’re checking in on hey we’re in the HR life is has does there exist a lot of administrative coordination sure that can be potentially automated with a conversation with technology that people start trusting more and increasing more participation as well as more quality or 

Victor Assad 

yeah probably everyone out there is saying well in addition to recruiting an engagement and training new you know benefit enrollment

Sahil Sahni

yeah and there’s so many yeah so many because historically I think employees have not embraced HR and the initiatives and the program of they drive as much because they’ve either the processes have been tedious or has not been it’s not being portrayed with the right mindset right we feel making it conversational and HR coming to them even though it can’t scale at the human but at the technology level it can right leads to that kind of an achievement

Victor Assad

that’s terrific you know and another thing with AllyO in the book we talked about a Net Promoter Score with those hired and job candidates and what that can do for you and separately make the case that it was made talking with your David Bernstein here that a net promoter score you know many people that apply for a job how you treat them if it’s really bad they won’t shop at your store anymore come into your restaurant and so a Net Promoter Score is important for your employer brand and the customer brand as well and with all these instantaneous communications coming from a Leo the job candidates that really helps promote that so you have great things going on here with their technology who’s the ideal AllyO client 

Sahil Sahni

it varies you know the technology is way versatile we found success mostly to date with large customers because that’s very focused mm-hm there are two reasons for that what as while we’ve got cool tech we’ve also got very cool and sound business Fundamentals and large enterprises end up hiring a vast majority of the labor market I think of Walmart yeah Walmart employs two percent of America yeah so if you were able to come up with a technology like ours and I have success at the Walmart scale yeah you feel like you can repeat that success across the labor market sure so we targeted large enterprises because there’s so much domination by large enterprise right the second aspect is when you do recruiting automation you my definition need a certain amount of volume right for a payback for automation and that happens at large enterprises yeah so for the recruiting world we’ve typically targeted businesses which have which is somewhere around the fortune fifteen hundred fourteen thousand and then about yeah but as we’ve gone into the HCM world where it is pulse check-ins where it is onboarding and training interviews ethics hotline yes i’m nita text and say hey i’m being bullied at work or I’m unhappy yeah that has allowed us to come down lock it right and so we’ve been able to target businesses that have even 500 employees was a start-up like Annie oh yeah right it’s perfect because now we are at a stage where often you don’t know every employee and you need to give them a channel to share their feedback for the company yeah and so now it’s become much broader for us having said that I feel the the best customers for us of those who are able to look beyond HR and how across the company yeah because I feel traditionally a lot of HR has been just running a program that’s being prescribed but now there’s a new class of HR leaders who are trying to influence the company of a strategic level right and I feel when you look at Taman Jurong as as that kind of an asset as opposed to just recruiting all I have to employee happiness coordinate those are the customers that end up being more successful with us 

Victor Assad

I could certainly see that and the data that you get from digitisation from a tool like AllyO and the the inferences and the conclusions you can draw from that really helps HR become a very strong talent and strategic partner for the CEO and executive team so to HR people who are thinking about buying digital technology what advice do you have for them

Sahil Sahni

well you know I’ll take the advice back from the only job I’ve ever had or that McKinsey uh-huh and Mackenzie’s distinct event was problem solving what I what it helped you identify it is very ironic oh because all your life you work and McKinsey you work twenty percent of the time yeah and 80% of the times you identify what the work is the synthesis down to it what is it the one thing you should do in the 20% of your time which will have the most luck I feel the one advice I have for HR leaders is to spend on land our HR is so complicated so many different agents yeah there’s the left brain right brain data there’s emotion everything’s jumbled together I feel the HR leaders who can spend time to identify what is it that’ll be valuable for them yeah driven by their system and not looking at hey somebody else is using I do now just because this video says that this customer is using it doesn’t mean it’s a good fit for you all right really boiling it down to hey I need to solve this problem and hence I need to look for a partner now can either offer a product or services that can help me do that it’s my biggest advice for them all Right and then we’ve trained our team when you look at our customer success team specifically on that skill yeah I’ll give you an example there’s a hotel chain we were talking with who wanted to use us for employee engagement yeah and they told us today only 2% of employees respond to any munication and they said oh we’ll use audio because you guys even do texting yeah but you have to break it down because when we broke it down they have a policy in the hotel saying that you can’t use your phone at work all Right so whether you send them an email or you send them a text it doesn’t matter it challenges like how do you how do you allow them doing the breakdown or something to look at it so it’s not a new as a solution the challenge is something else 

Victor Assad

yeah interesting yeah interesting and good advice so what’s next for AllyO

Sahil Sahni

 well lots of things it’s an exciting moment for us we just raised the biggest round yeah very successful yeah yeah I mean we are now thank you that we have the largest from a valuation from a funding standpoint we’ve got some really good investors particularly because we’ve been able to attract the SATs when our Omron star venture on ambu’s venture on yeah so good mix of technology and strategic partners yeah for us I think the biggest thing that we want to do is become that platform in a chart where coordination can happen in a human-like manner we are fortunate that AI is picking up at the same time that was not in 2016 a I was not as prolific or as fuzzy as a year now right like that also means there’s a lot more technological advances happening in AI that we are betting we are benefiting from a lot of marketing and this would amount that we are benefiting right but I think at the end of the day what makes us successful is that enterprises who start with us yeah within a period of six months increase their usage of value but around 20 times okay and for us that allows us to grow into different use cases and I create this platform to which coordination for different HR workflows happens right and by doing that you become truly that talent Coordinator yeah which could be hey update my my address because I move how many PTO days I have hey I’m not happy at work hey I want to find another job and I want to refer somebody whatever it might be just at one point of contact when you look on your phone and you say hey HR at ABC company and you text them like I want to do this and it’s done and for change that coordinator called a do photos back and says hey I have done that or is the conversation going all right that’s the vision no it’s so sturdy 

Victor Assad

it’s a digital assistant very completely 

Sahil Sahni

it’s an digital assistant call it a digital worker let’s believe that by 2030 the labor market 30 percent of the labor market would be digital workers right like today in your swimming pool you either get the guy to clean your food or you install that sweeper and yeah those are all digital workers that are somewhat augmenting what we do on a day to day basis and we believe HR hasn’t had enough investment 

Victor Assad

and we know that’s going to change so thank you very much very much appreciate you being here so I really recommend you all take a look at AllyO, a very informative website and if you haven’t yet take a look at HACC recruiting I’ll guide you through all these decisions of how to improve your processes interviewing all that in the book so again thank you very much and we’ll see you all again soon Bye-bye

 

English (auto-generated)

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