We often hear about artificial intelligence and technology stealing human jobs. But what if the next wave of artificial intelligence and technology end up helping humans get jobs?
San Francisco-based startup Mya Systems (Mya is short for “my assistant”) has developed an
AI recruiter that can evaluate resumes, schedule and conduct applicant screenings, and even
congratulate you on your first day of work. Mya communicates with applicants via computer or
smartphone to ask many of the typical questions expected in early job interviews.
This allows the employer to reach out to more applicants—as opposed to applicants sending in
their applications and never hearing back from the potential employer. Applicants chat with Mya,
and if Mya determines that the candidate a good fit, it schedules an in-person interview with a
human hiring manager, and automatically sends directions and even offers tips on what to wear.
For applicants that don’t move on, Mya suggests other jobs to which they might be better suited,
based on keywords and location.
Since July 2016, Mya has been used in several Fortune 500 companies, spanning across retail,
banking, and consulting sectors. By eliminating much of the busy work, this robot helps human
resources be more “human.” Other robots are also following suit: EstherBot is a personal
resume chatbot, and TARA helps compile teams of workers for certain projects.
So how does this affect legal recruiting?
Recruiting is as much an art as it is a science. Whether a machine or a human reviews
candidates, great candidates may slip through the crack. Company and firm culture and
personal “fit” also require an insightful, experienced, human touch. The introduction of “robo
recruiters” might mean that employers no longer have to throw out piles of applications. Human
resources may reach out to candidates that attract them, focus on support and the areas that
need a human touch, while the technology can efficiently sift through “the pile” to catch great
candidates that might have been overlooked.
Chatbots have been advanced with the ability to negotiate with each other and converse in real
time with human beings. Automation techniques are being introduced into the workforce. There
is no reason why the legal industry will keep lagging behind the trend.
This means two things: (1) that there is business to be made in this emerging field, and (2) that
firm operations (including financial systems, client intake, and processes for example) may
So for the attorney or firm that is looking for the next competitive edge, this is a trend to pay
attention to. Rather than avoid technology and view it as a threat that will add efficiency in a way
that cannot be achieved by people, embrace technology as a resource that enables people to
do what people do best. Have a hand on the pulse of this trend, and pay attention to what you
can do to stay on top of it.