While AI for recruiting’s primary function is to streamline or automate some part of the the workflow especially repetitive, time consuming tasks, one intriguing benefit is its potential to minimize unconscious bias.
Here are 4 mechanisms on how AI is reducing bias in recruiting and its effect on diversity.
1. Job Postings
An AI technique called sentiment analysis can identify exclusionary language (e.g., aggressive, competitive, brilliant) that research has found may turn off certain groups of candidates.
For example, studies by researchers at the University of Waterloo has found job postings that use adjectives like aggressive and competitive attract fewer female candidates. Continue reading
It’s been called the #1 mistake in recruiting: the failure to mine your existing resume database to find candidates for open roles.
This is why candidate discovery, the ability to automatically screen previous candidates in your ATS and match them to a current open req, is one of the most intriguing new functions in recruiting.
Companies collect thousands – or even millions – of resumes over the years. But once these resumes go into your ATS, the majority of them are never looked at again. This is because ATSs weren’t originally designed to have this type of function. Although most ATSs allow you to use keywords and Boolean searches, they have two major limitations:
False positives: finding candidates who are not actually the most qualified ones due to resume keyword stuffing
False negatives: ignoring candidates who are qualified due to overly specific (or inaccurate) keywords and searches
Candidate discovery is different because it uses AI to find previous candidates in your ATS using in 4 steps:
Step 1: Integrates into your existing ATS to add a layer of intelligent sourcing functionality. Continue reading
If you work in a tech-driven atmosphere, time to hire is still important, even increasingly so. A lot of tech organizational planning is based on road maps and sprints with sequential budgets (e.g., Project A must be finished before Project B can commence).
If this how you’re doing planning and budgeting, speed in hiring is crucial. You need to get the right people – and fast. This means thinking really strategically about remote workers, salary bands, how to source effectively, and everything else that would go into a quality hire discussion.
But there’s another school of thought, embraced by people such as Malcolm Gladwell, that recruiters have too much of a focus on speed, and should slow down and think more about what they actually need. Continue reading
On May 25, 2018, enforcement of the General Data Protection Regulation (GDPR) begins affecting any company that does business in the European Union (EU).
The GDPR is a comprehensive European data protection law designed to provide EU residents more control and privacy over their personal data.
Whether or not you are geographically located within the EU, the GDPR affects you as long as you are collecting, processing, and storing personal data of people who live there.
Personal data of data subjects includes names, photos, email addresses, bank details, posts on social networking websites, medical information, and even computer IP addresses. Continue reading
Recently, we conducted our first recruiting Q&A with Marija Vukic, VP of Talent Management at Diply. Learn how Marija, armed with a small team and an arsenal of recruiting tools:
creates an outstanding and brand-consistent candidate experience
her thoughts on recruiting AI and chatbots
her predictions for recruiting in 2018
Optimize Your Hiring Using AI Continue reading
Despite so many technological evolutions in recruiting, it appears candidate experience isn’t actually improving that much.
For example, 60% of candidates have had a bad candidate experience, and 65% have never heard once about the status of their application. 72% of hiring managers feel they provide clear job descriptions, but only 36% of candidates feel the same.
We have tons of research and ideas out there on candidate experience, we’ve also written about it.
The information, processes, and best practices are out there but organizations, hiring managers, and recruiting teams aren’t getting it right.
Why would this be? Continue reading
Recently, I read an amazing HROS case study by Johnny Sanchez, Head of Recruiting & Onboarding at Hot Topic, on how he and his team completely transformed their onboarding process. One detail that stuck out to me on how he did it was by “surveying hires over the previous six months.”
With all the attention being paid to improving candidate experience, one obvious strategy should be top of mind: are you collecting feedback from your actual candidates?
Here are 3 effective ways you can collect feedback to improve your candidate experience.
1. Using a chatbot as a candidate feedback tool
Sutherland, an IT service provider, built its own chatbot, Tasha, as a communication tool for their candidates. Continue reading
Sourcing – finding and qualifying candidates who have not applied directly to an open role – is the second best hiring source, accounting for up to 33% of hires.
Korn Ferry’s latest survey found 69% of talent acquisition professionals believe using AI as a sourcing tool has resulted in higher quality candidates.
Clearly, recruiters that leverage technology like AI for candidate sourcing have an advantage in today’s tough talent market.
Here are the 3 major benefits recruiters are enjoying by using AI in sourcing.
Benefit #1: Freeing up recruiters’ time
According to Korn Ferry, recruiters are seeing the value of using AI in sourcing:
48% state AI is making their job easier
40% believe AI provides valuable insights
27% say AI has freed up their time
Entelo’s data shows the average talent acquisition professional spends about 1/3 of their work week sourcing candidates for a single role, which is around 13 hours a week. Continue reading
According to Korn Ferry’s data, 63% of talent acquisition professionals report AI has changed how recruiting is conducted in their organization.
A big part of this recruiting AI is the chatbot.
A chatbot is defined as “a computer program designed to stimulate conversation with human users.” Although the chatbot is a relatively recent innovation in the recruiting context, chatbots have been used for years in customer service and as virtual personal assistants. Hello, Alexa!
Have you used a chatbot?
Maybe, I don’t know if he/she was human or a bot.
Drift, a leading marketing chat software (both people and bots), recently conducted a survey along with SurveyMonkey, Salesforce, and myclever on how chatbots are changing the online experience. Continue reading
61% of recruiters expect hiring volume to increase this year, but recruiter headcount is expected to be relatively stagnant. As a result, there’s an even greater need for better candidate sourcing tools in 2018.
But which candidate sourcing investments make the most sense for you? Here’s my guide to understanding how AI is improving candidate sourcing tools in 2018.
Candidate sourcing: where is recruiting headed?
Recruiting increasingly needs to become a strategic advantage.
It’s true that automation will eventually fully get to scale and potentially eliminate million of jobs, but that’s still decades away. Today, people power organizations and having the best people makes the best organizations. Continue reading