VictorIA - Artificial Intelligence in Recruitment

Published on 08/03/2022

4 min.

Who is VictorIA - Artificial Intelligence in recruitment

To facilitate your HR procedures, the team of Skilder language experts has developed reliable artificial intelligence. We named it: VictorIA.

What is the artificial intelligence ?

Before introducing you to Victoria, a quick reminder of what Artificial Intelligence is.

Today this term has entered common parlance. Its use has become commonplace but you should know that there is not really a shared definition. 

AI brings together science, theory and technology. The goal is to have a machine imitate the cognitive abilities of a human being. This probably explains why there are so many definitions of artificial intelligence:AI is not limited to a single technology.

In artificial intelligence, there are two notions: weak and strong AI.

Both are built on a common foundation: algorithms and technologies that simulate intelligence. However, one focuses on one or more specific and defined tasks. The other, meanwhile, suggests that AI is able to learn and evolve by relying on a large database, by recreating algorithms and by being multi-tasking.

Today, there are many everyday devices with weak artificial intelligence. It is important here to remember that, of course, a weak artificial intelligence can evolve and learn on its own in order to improve, but it will always depend on the task assigned to it.

Let's take a simple example: if an algorithm is designed to recognize cats, it will be able to learn in order to better identify them but will not be able to recognize a dog without human intervention.
Technologies like machine learning (ML) and natural language processing (NLP) are part of AI. Combined with data, analytics or automation, they help companies achieve their goals.

Victoria, an artificial intelligence who think like you.

After 7 years of transdisciplinary research, Skilder has developed an AI combining human sciences and technologies : VictorIA.
The solution is built according to a scenario in order to bring out the natural behaviors of the user according to your own skills frameworks. Thanks to this faithful induction by a situation, the tool is subsequently able to automatically detect facts of expression. He can then return them to you in a accurate decision-making summary.

To illustrate the point, here is an example :

You are a company looking for an employee who knows how to work in a team, who shows an interest in others, who listens and who demonstrates humility. The elements analyzed are as follows: does the person evaluated take time ? does she let the colleague speak (identification of silences)? Does she show that she is listening (identification of markers of approval: nods, vocalizations, verbalizations)? Does it have a reassuring tone (breath in the voice, positive vocabulary)? Does it offer advice (intention to advise)? Victoria will then collect the data and combine it with dedicated technology nod: machine learning of non-verbal micro-expression, 

– vocalization of approval: signal processing of vocalizations

– verbalization of approval: textual / semantic automatic processing

Through the automatic analysis of spontaneous language, our AI reveals in real time the behaviors resulting from the written, oral and paraverbal interactions of the person being evaluated.


The reliability of VictorIA lies in the situational methodology: reactions captured and measured via video, acoustics and writing. Today, the solution has 2500 measurement points, more than 7.7 million combinations and 170 measurable soft skills. The decisions made are justified and guaranteed because they are supported by observable elements. Skilder is the the only tool capable of producing a complete analysis: personality test, cognitive, motivation, assessment and compliance of hard skills. As a result, it is now possible to secure and accelerate your HR decisions with a proven scientific methodology and global analysis.

It offers you the opportunity to develop the skills of your employees, to recruit effectively, to choose targeted and efficient training.

What is the purpose of using artificial intelligence ?

The goal of using AI should always be to facilitate and understand human expression, to maximize its spontaneous occurrences.

Algorithms are driven by human expertise. AI makes it possible to evolve human understanding by analyzing and verifying the hypotheses it poses. 

In the context of recruitment or a skills assessment, users want in particular to avoid making their decision based on a false impression of their candidates, as this could harm their company (for example: recruiting a future manager with behaviors toxins which, however, presented well in maintenance).

One of the challenges for technology designers is therefore to go beyond "appearance", by bringing out the salient behaviors of a person by having them interact in a realistic context, if not real.

Much more, it also allows, thanks to a scenario, to determine your level of soft skills regardless of external events (a bad day, a temporary illness, etc.).

This technology provides enough key data to diagnose what the common denominator is to recognize “contextualized and spontaneous” soft skills. 

In this sense, Skilder allows you to deploy your values ​​with a strong societal impact: equal opportunities, social integration, better skills development, reorientation, prevention of psychosocial risks, outplacement, development of the employability of each individual, etc.