Image Source: Many Wonderful Artists
Rebecca Wayman

Say hello to the new LUCKYLINK robot helping recruiters find the ideal candidate

The latest revolution in recruitment comes in the form of a robot - which is now operational at LUCKYLINK in London.

Founded in 2014, LUCKYLINK recruitment has a network of bars, restaurants and hotels in London, with a directory of over 35,000 qualified, experienced staff. Its latest member, EVA, joins the team as the robotic employment virtual assistant.

Described as a recruiter-bot complete with Artificial Intelligence (AI), EVA is currently being trained by LUCKYLINK’s executives as an entry-level specialist, assisting the team with candidate sourcing and screening.

Max Knupfer, chief recruitment officer at LUCKYLINK, said: “Our recruiters are at least four times more productive than those in a traditional agency, all thanks to EVA and AI technology.

“Speed and cost of hire is critical to our uncompromising clients, we can meet their expectations thanks to the power of this technology.”

The robot learns at such a vast speed, it will have the knowledge of a recruitment executive with two years of experience when it fully launches this October - and will only continue to advance.

The skills in which this bot possesses include sourcing large volumes of candidates, being able to scan CVs and profiles of potential clients, as well as use statistical algorithms to match candidates to roles best suited to them.

Yet her decision making is always checked by real people, although EVA is allowed to streamline scheduling of interviews and trial shifts, arranging and aligning diaries.

A 10-minute briefing can present five suitable candidates for any front of house, back of house or management vacancy, which could have been drawn from thousands of applicants.

Ben Kaminsky, founder and CEO of LUCKYLINK, commented: “We have built EVA, our recruiter-bot to make the process painless and effortless [and it’s] already proving successful at helping the team.

“Employers don’t want to waste time and money chatting to, meeting with, and hiring irrelevant, unqualified, temporary people. Likewise, candidates wish to avoid injury on vacancies that are outdated, fake and detrimental to their career development.”

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