Colleva

Job Seeker Insights

The Future of the Avatar in Talent Management

Last weekend one of our employees was scheduling a tour of a house for sale. Apparently, the realtor selling the house used AI avatars to communicate with potential buyers. Our employee was messaging with the realtor’s AI assistant regarding the time of the tour and some other information about what he was looking for in a house.

After the tour, a new and different AI assistant from the realtor was texting him. It was asking him about his experience at the open house, offering him a gift card, and asking him a bunch of questions about what he was looking for in a house.

The problem is, he’d already answered those questions about his home preferences when messaging with the first AI “person.”

Apparently these two avatars didn’t meet up for coffee and compare notes. The realtor is wasting people’s time by using two different avatars to send texts that overlap with texts the other avatar already sent.

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The One Avatar Answer

Multiple customers of ours are looking into expanding their use of AI avatars (more on avatars in this guide).

For example, some of them are using AI in talent management. They’re using AI to help with sales coaching. They’re creating personalized learning and development plans They’re using AI to collect employees’ thoughts as part of the performance-review process.

Now, they’re adding talent acquisition, with an avatar handling a first round of interviews.

Here are the ways we see avatars being used in the years to come:

Candidate screening and interviews
Performance management, such as to gather an employee’s thoughts, concerns, and accomplishments through an avatar interview that can improve participation rates and accuracy
Career planning to learn more about employees’ skills, career goals, where their skills could fit elsewhere in the organization
Learning/training such as manager training, interview training for hiring managers, employees practicing customer-service conversations (such as with difficult customers or helping explain a new product or feature to a customer), and salespeople training to overcome objections
Onboarding, to communicate with new hires during their first few weeks and answer their questions and concerns

We believe that if you use AI-powered avatars for multiple parts of the employee lifecycle, it should be one avatar.

And that’s for at least two reasons.

For one, the avatar can be trained to understand your brand, your voice, and the way you want to communicate. It should be consistent in its communication. The experience you have as a job applicant shouldn’t dramatically change when it’s time to preboard or onboard.

The second reason is that the avatar can learn from the prospective employee or the current employee. It should know the conversations it has already had, not repeat the same questions, and know what follow-up questions to ask.

Otherwise, you could find yourself with multiple avatars like the frustrated home buyer who had a conversation with one avatar he already sat through with another.

Let us know if you want to talk more about the different ways our customers are exploring the use of AI avatars.

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The One Avatar Answer

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