2020-02-06 HR Examiner article john sumser AI and Intelligent Software Implementation in HR part iii photo img cc0 via pexels board game 207924 part v 544x305px.jpg

In our conclusion for this series we leave you with an evaluation guide that provides 40 Key Questions for Evaluating your Prospective AI or intelligent software vendor.

Catch Up on the Series

Haven’t read parts 1-5? Catch up on the series by clicking on the links to each article at the bottom of this post. Click here to navigate to the links.
Today, in our conclusion for the series we leave you with an evaluation guide that provides 40 Key Questions for Evaluating your prospective AI or intelligent software vendor.

40 Key Questions for Evaluating your Prospective AI
or Intelligent Software Vendor


  1. Describe how your AI tools work. Describe the functions of the fundamental components.
  2. Describe the data used to train the model.
  3. You will be constantly improving the quality and output of your tool. How will you keep us appraised of the changes?
  4. Will we be able to get consistent results? How often will there be changes to your underlying processes and models?
  5. What databases does it access? Does it gather from open source material?
  6. Do you ensure and monitor data quality and consistency? Do we get to see that?
  7. What happens when one of your data sources expires, changes, or disappears?
  8. Are you a certified Partner with our Talent Acquisition vendors?
  9. How would your AI interface with the ATS? 1-way, 2-way?
  10. What are the top two things that set you apart from your competitors in the AI space?
  11. Can the vendor operate at the scale of your company? Are ther examples of similar companies in similar industries of similar size and complexity?
  12. Does your tool measure effectiveness of candidates? (Whether they are open to engagements; likeliness to respond to or ignore engagements; probability to make a move?)
  13. By what method do you rank candidates?
  14. Do you use APIs for integrations?
  15. What do you do when an API integration breaks?
  16. When tied to the ATS, does your tool provide capability to search for internal candidates?
  17. Does your tool provide the capability to email candidates directly or would it need to be tied to our email platform?
  18. Can messages be sent to candidates on behalf of someone else?
  19. Does your tool offer an Admin License for managers?
  20. What tools can managers use to measure effectiveness of recruiters?
  21. What tools can managers use to measure effectiveness of recruiting messages?
  22. How are licenses/seats managed? Are they shared or tied to a specific individual?
  23. Understanding this technology is evolving quickly, can you share your roadmap for future upgrades/capabilities?
  24. How do we get our needs prioritized in your roadmap?
  25. Would we have the ability to utilize “Drip Campaigns” using this tool?
  26. Does your firm have a mobile app?
  27. Can the database be exported?
  28. Do we own our data? Is it proprietary?
  29. How do you share data between customers?
  30. What does the analytics dashboard look like?
  31. What reporting capabilities does your firm provide?
  32. What predictions do you make about candidates? How are the models developed, maintained, and improved?
  33. Can fields be customized?
  34. Can soft collateral be uploaded for Drip Campaigns?
  35. Does your tool have access levels?
  36. What does your firms support infrastructure look like? US Based? Support to customer ratio?
  37. Does your firm offer automation for repetitive tasks (RPA)?
  38. Are alerts linked to social media comments?
  39. What search engines does your firm use?
  40. Does your firm offer a “chat” interface? Can internal collaboration be “real time?” Can it be integrated to Outlook? Open API? Chrome extension for indexing candidates?

While these question sets are not comprehensive, they provide a solid base to create a set that is specific to your circumstances and intelligent tool strategy. I hope you enjoyed this series on AI and Intelligent Software Implementation in HR.

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Catch Up on the Series

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