Hiring the wrong person can have dire consequences to businesses, but unfortunately, there were obstacles that recruiters often face in ensuring that they got the right person for the job. These challenges range the increasing volume of applicants due to ease of applying for jobs in the digital age to the impracticality of the screening interview process. These are the problems that Psylent aims to solve with its AI-based solutions.

“A few years ago my husband was looking for a new job. He submitted a job application at 9 PM, and by 7 AM the following morning, he received a rejection email from the local team. He suspected that the system had automatically rejected him based on his resume or the closed questions regarding his years of experience in specific areas,” writes CEO Sjiva De Meester in an email to e27.

“Curious, he made slight adjustments to his re-submission, increasing his stated experience from four to five years. Surprisingly, within a week, he was invited for an interview.”

De Meester explains that her husband was eventually accepted at the company, but he chose to decline the offer. The fact that he was rejected before he was eventually accepted was considered odd.

“I was (and still am) astonished by the inefficiency of the recruitment system, as many companies rely on resume screening tools and applicant tracking systems (ATS) to manage the influx of applicants. However, it has become evident that these methods are not effectively addressing the challenges posed by high volumes of candidates,” she says.

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Psylent builds a Virtual Recruiters that aims to help talent acquisition professionals delve deeper into candidates beyond their resumes. It handles large volumes of applicants, facilitating effective shortlisting to ensure the fair and objective selection of suitable individuals for the job.

The two available solutions are ChatNINA (enabling candidates to be interviewed via chat solutions) and Avatar API (enabling candidates to be interviewed in the metaverse).

“These Virtual Recruiters can be accessed through chat interviews and within the metaverse, offering innovative and immersive interaction options for both recruiters and candidates. Moreover, their 24/7 availability allows candidates to apply for positions and complete initial assessments at their convenience, accommodating different time zones and busy schedules, and enhancing the overall recruitment experience,” De Meester says.

According to the CEO, traditional self-reporting personality questionnaires are prone to bias as candidates can provide socially desirable responses, reducing their reliability. Candidates with limited self-awareness can also struggle to accurately answer such questions.

“Conversely, our virtual recruiter acts more like a friendly psychologist, employing a line of questioning that delves into significant life events and formative decisions. This self-authoring approach promotes authentic responses, bypassing the influence of social desirability and catering to individuals with lower self-awareness, ultimately enhancing accuracy in assessing personality,” De Meester elaborates.

“Additionally, traditional questionnaires lack engagement, leading to subpar candidate experiences. While gamified solutions offer some improvement, concerns arise regarding the relevance of behavior in a gamified format compared to real job scenarios. Recognising the significance of candidate experience, companies are venturing into the metaverse to optimise engagement and immerse candidates in a more captivating experience. As the only assessment company pioneering recruitment in the metaverse, we provide not only high quality insights but also an excellent candidate experience. Simply put, it’s smart and sexy.”

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The solutions target MNCs hiring graduates, high-volume industries as well as developers, studios, and consulting companies.

Beyond the platform

Psylent is a spin-off of 9 Yards Innovation, a boutique consulting firm specialising in bespoke tech solutions at the intersection of data and psychology. The firm undertakes projects across Asia, Europe, and the US.

“In recent years, our emphasis has been on enhancing candidate experiences, offering end-to-end solutions that encompass reviewing shortlisting vendors, developing award-winning customized assessment centers, and providing interview training,” explains De Meester.

Psylent operates on an annual SaaS subscription model based on volume, which is a widely adopted approach among recruitment providers. Through the company’s consulting works over the years, it cultivates a network within the HR community, particularly in Southeast Asia.

The company has not raised external funding for its product which it develops while concurrently working on consulting projects.

“Our primary goal is to onboard more clients and scale. We are actively pursuing global collaborations to further support these objectives. Additionally, we have some exciting partnerships in the pipeline, scheduled to be announced in September, which will contribute to the continued development of our metaverse platform and API integration capabilities,” De Meester closes.

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Image Credit: Psylent

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