Introducing PSG Global Solutions At PSG Global Solutions, we pride ourselves on being a premier partner in Recruitment Process Outsourcing (RPO). As a wholly owned subsidiary of Teleperformance SE, we combine global expertise with innovative technology to deliver tailored recruiting solutions that meet your specific hiring needs and goals. By leveraging a global workforce, cutting- edge tools, and proven processes, we aim to streamline and enhance your recruiting efforts. At PSG, we don’t just recruit; we empower companies to attract and secure top talent efficiently and effectively.
How we do it
Validated & value- added processes PROCESS
Proprietary tech stack TECH
Dedicated global workforce PEOPLE
Our Core Values Drive Our Mission Our mission is simple yet impactful— to balance the needs of our clients, employees, and shareholders while
delivering unparalleled results. Here’s how we achieve this:
Accountability We rise above challenges, take ownership, and find solutions to achieve our goals.
Communication We keep the dialogue open and honest, even when tough conversations are needed.
Employee Development We invest in the growth of our employees by enhancing their skills and building brighter career paths.
Integrity We uphold ethical standards and act in the best interest of candidates, clients, and stakeholders.
Data-Driven Excellence We use factual insights and analytics for smarter decision- making.
Teamwork & Fun Collaboration delivers results, and we make sure to enjoy the process along the way.
Meritocracy Hard work and performance shape our rewards and culture.
Candidate Focus Every decision we make keeps the candidate’s experience at heart.
Innovating Recruitment with Generative AI
Modern recruiting is evolving at unprecedented speed, and PSG is at the forefront of this transformation with our proprietary Generative AI solution, Anna AI . Designed to make hiring faster, smarter, and cost-effective, Anna AI focuses on creating value for both candidates and hiring managers through innovation.
How Anna AI Transforms Recruitment
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Enhanced Efficiency
• Cost-Effective Technology Anna AI uses advanced AI tools to improve processes, saving time without sacrificing quality. • Revolutionizing Speed Tasks that once took days or weeks—such as candidate engagement or screening— are now completed within minutes. Anna AI ensures you can focus on hiring smarter without delays.
2 Purpose-Built for Recruitment
• Technical Expertise Harness the power of Large Language Models (LLMs) and machine learning for seamless communication via voice, text, or email—all in a natural, human-like style. • Tailored Use Cases Unlike generic solutions, Anna AI is designed explicitly for the recruiting industry. From candidate reminders to initial screenings, it integrates into your existing tools with minimal setup.
3 Guided by Principles
• Anna AI operates with strict ethical and compliance standards at its core, following industry guidelines and PSG’s internal guardrails.
• Human-In-The-Loop (HITL) ensures final decision-making always remains in human hands.
• Adheres to privacy and regulatory standards like TCPA, EEOC, GDPR, and HIPAA.
• AI use is audited with every system update for integrity and compliance, ensuring both hiring teams and candidates receive fairness and superior experiences.
4 Maximizes Business Value
• Governance & Oversight Our solution revolves around robust governance policies, refining recruiting workflows without replacing human judgment. • Improved Insight & Transparency By analyzing data and removing inefficiencies, Anna AI ensures better hiring decisions are made faster, reducing attrition and improving retention rates.
What is PSG’s Generative AI Solution?
Meet Anna AI, PSG’s innovative, purpose-built generative AI solution, designed to revolutionize key aspects of the recruiting process. Tailored specifically for talent acquisition teams and hiring managers, Anna AI streamlines recruitment activities to save time, enhance consistency, and improve the candidate experience. Here’s what Anna AI can do:
Candidate Reminders Anna AI ensures candidates stay on track by providing timely reminders for essential tasks such as attending screening appointments, completing new hire paperwork, or finishing background checks.
Candidate Engagement Anna AI takes the lead on initial outreach, gauging a candidate’s interest and verifying they meet the minimum qualifications for a role. This proactive engagement helps kick- start the recruitment process seamlessly.
Candidate Screening Through Anna AI, recruiters can efficiently screen candidates to confirm if they meet the basic job requirements, including logistical considerations, ensuring only the best-fit candidates move forward.
Hi, I’m Anna from PSG Global Solutions
Why Choose Anna AI? Unleash an array of extensive benefits with Anna AI, a cutting-edge solution that revolutionizes talent acquisition and human resources management. Enhance your hiring process with tools that ensure:
Absolute Reliability Anna AI never “forgets” a candidate and complies with all necessary regulations, ensuring correct information delivery without violating EEOC guidelines. Discounted Onshore Features Enjoy the efficiency of AI recruitment at prices similar to offshore recruiter services, but without the typical offshore trade-offs.
Retention Advantage With Anna AI, you never worry about losing the investment in training. There’s no replacement or transition period as with human recruiters. Premium Offshore Capabilities Anna AI is trained to match the language and accent of your targeted candidate market, eliminating offshore accent barriers. Constant Presence Anna AI is your tireless ally, always available and ready to help, never taking a sick day or a vacation. Multi-Lingual Proficiency Configure Anna Ai to converse in over 10 languages right from the start.
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Supreme Accessibility Cater to candidate’s individual schedules, ensuring convenient interactions at any time.
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Parallel Processing Why call candidates one by one? Anna AI can engage with multiple candidates at the same time, speeding up the recruitment process significantly.
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Choose more than just a tool, opt for Anna AI—a transformative solution designed to support your quest for the perfect talent, swiftly and efficiently. Simplify your repetitive tasks, make informed decisions, and focus on what really matters—building robust, efficient teams. With Anna AI, take your recruiting journey to unparalleled heights.
Our Guiding Principles & Position
Human-In-the-loop (HITL) for all decision steps. AI will not be allowed to make any decisions in any workflow that requires a decision. PRINCIPLE 1
All AI use cases at PSG follow three key industry standards • TCPA • EEOC • Data Privacy Standards (GDPR, HIPAA and others) PRINCIPLE 2
PRINCIPLE 3
‘Privacy by design’ for every step in the AI process
In addition, we evaluate and adjust our standards to NIST AI standards every quarter. The NIST AI standards are constantly evolving and serves as a way for us to stay up to date. PRINCIPLE 4
PRINCIPLE 5
Candidate Experience must be a key focus while meeting compliance requirements
Audit and ensure compliance to our AI Use policy: AI guardrails will be audited and updated with each release as a part of our SDLC process as well as users who interact with any AI enabled software components. PRINCIPLE 6
Our Governing Policies Summary
• AI systems must be used in a way that is fair and unbiased, avoiding discrimination based on protected characteristics such as race, gender, age, religion, disability, or other factors. 1 Fairness and Non-Discrimination
• The use of AI in recruitment should be transparent, with clear documentation of the algorithms, data sources, and decision-making processes involved. 2 Transparency and Accountability
• AI systems must comply with data privacy regulations and ensure the security of personal information. Privacy by design and by default must be integral to all AI systems, ensuring that data protection measures are embedded from the outset. 3 Data Privacy and Security
• AI should be used as a tool to assist human decision-making, not to replace it entirely. Human judgment and oversight are essential to ensure ethical and fair outcomes. 4 Human Oversight
• AI should be used in a manner that is consistent with ethical principles, avoiding harmful or discriminatory outcomes. 5 Ethical Considerations
• AI systems must comply with all applicable laws and regulations, including those related to data privacy, non-discrimination, and fair employment practices. 6 Legal Compliance
PSG’s AI Governance Process
Roles and Responsibilities
AI Governance Committee • Ensure that the organization’s AI strategy aligns with ethical standards, legal requirements, and business goals. • Contribute to the development and review of AI policies and standards • Approve AI initiatives, provide guidance on AI strategy, and assess AI-related risks. • Monitor and evaluate the performance and ethical implications of AI technologies • Ensure that AI systems are used in a fair and unbiased manner. Chief Technology Officer • Responsible for assessing the technical capabilities of potential AI solutions, ensuring they meet the organization’s needs and standards. • Evaluates vendors’ technological competence, reliability, and track record, which are critical components of the due diligence process. • Ensures that any selected AI technology can integrate seamlessly with existing systems and infrastructure, evaluating compatibility and potential implementation challenges.
Privacy, Risk & Compliance • Oversee the collection, use, and storage of personal data used by AI systems. • Facilitates vendor risk assessment, compliance and privacy impact assessment
Information Security • Develop and implement security measures to protect AI systems and data. • Ensure the confidentiality, integrity, and availability of data used by AI systems. • Facilitate TPSC assessments and periodic security risk and assessments.
Business Excellence • Ensure that AI initiatives align with the organization’s business improvement and performance goals. • Support the integration of AI into business strategies to drive innovation and enhance value creation. • Monitor and report on the performance impact of AI systems on business outcomes Legal • Advise on the legal implications of AI use and ensure that AI systems comply with applicable laws and regulations. • Address issues related to intellectual property rights, liability, and AI-related legal risks. • Support the development of AI-related contracts, terms of service, and agreements with third-party vendors. Operations • Implement and enforce the AI Use Policy across all operational processes • Ensure AI applications in operational functions align with organizational policies and ethical standards. • Provide training to ensure ethical and responsible use of AI in operational processes. • Continuously monitor and evaluate AI system performance to optimize operational efficiency
Monitoring and Evaluation
For the ongoing effectiveness and ethical use of AI in our recruitment processes, we will implement a robust monitoring and evaluation framework.
• AI systems will be regularly monitored to identify and address any potential biases or issues. 1 Regular Monitoring • Maintain transparent reporting on the use of AI in recruitment, including the types of AI systems used, data sources, and decision- making processes. 3 Transparency Reporting
• Conduct periodic bias audits to proactively identify and mitigate any discriminatory patterns in AI algorithms. 2 Bias Audits • Establish a mechanism for gathering feedback from users (e.g., candidates, hiring managers) regarding the AI technology’s performance and impact on recruitment outcomes. 4 Feedback Mechanism
Monitoring and Evaluation Has Been Implemented for
• AI systems must not be used to make hiring decisions that discriminate against candidates based on protected characteristics such as race, gender, age, religion, or disability. Any use of AI that results in discriminatory outcomes is strictly prohibited. 1 Discriminatory Decision-Making
These Specific ‘Prohibited AI Use Cases’
2 Biased Algorithms
• The use of biased algorithms that reinforce existing inequalities or perpetuate discrimination
is prohibited. AI models must be regularly evaluated and updated so that they do not unintentionally favor or disadvantage any candidate group.
3 Overreliance on AI
• AI should not replace human judgment in the hiring process. Final hiring decisions must always
involve human oversight, so that decisions consider qualitative factors and the unique context of each candidate.
Lack of Transparency and Notification 4
• AI systems must not function as “black boxes,” where decision-making processes remain unclear. Candidates should be clearly informed about the role of AI in the recruitment process and how their data will be processed. Transparency and notification are essential elements in this process.
Appendix
PSG Digital Recruiter Workflow The chart below illustrates a typical recruitment workflow, highlighting each step in the process. It also identifies key areas where Anna can be seamlessly integrated to enhance efficiency, streamline tasks, and deliver added value for your recruitment efforts. As shown in the chart, recruitment involves a series of steps that require time, effort, and resources. However, with the integration of Anna into your recruitment process, these tasks can become more efficient and streamlined. Anna is an AI-powered recruitment assistant that can assist with job description creation, candidate sourcing through various job boards and platforms, resume screening and shortlisting, interview scheduling, offer management, and even pre-employment checks. By automating these tasks, Anna frees up time for your team to focus on higher-value activities such as candidate engagement and building relationships.
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