The problem AI- VirtualEmployee / Virtual HR Manager solves

The Issue It Resolves

The hiring process is improved and made simpler by Virtual HR Manager in a number of ways:

Effective HR Rounds: Interviewing candidates for a position might take a lot of time and resources. This procedure is automated by Virtual HR Manager, which speeds up and improves efficiency.
Standardized Interviews: Prevent prejudice and guarantee fairness in the recruiting process by maintaining uniformity in interview questions and grading standards.
Voice Interaction: This feature makes interviews more conversational and natural by enabling job candidates to respond to questions using voice commands.
Recorded Conversations: This method captures interview talks and keeps them in a database, removing the need for handwritten notes and offering a thorough record for later use.
Feedback and Insights: Allows recruiters to examine interview data, find patterns, and obtain insights on applicant performance, promoting continuous improvement in the recruiting process.
All things considered, Virtual HR Manager simplifies the interview process, making it simpler, more effective, and more illuminating for both hiring managers and candidates.

Challenges we ran into

Avatar Lip Syncing and Expressions: Another challenge was coordinating voice inputs with avatar lip motions and expressions. Timing and animation characteristics had to be adjusted to achieve realistic lip synchronization. We overcome this difficulty by testing and making tweaks iteratively until we got results that were satisfactory.

Database Integration: Data structure and security have to be carefully taken into account while integrating the database to store conversation records. We had permissions and data integrity problems, but we were able to fix these by putting strong database schemas and access restrictions in place.

Evaluation of Technical Questions: Establishing a trustworthy scoring system was necessary for the implementation of the feature that assesses answers to technical questions. Determining the rating criteria and algorithms were difficulties for us. In order to fix this, we consulted HR specialists to define precise assessment measures and created score algorithms that relied on these data.