Is your team feeling like they might be ready to adopt tech to make their jobs more efficient?
NPR’s On Point recently did a segment about AI for recruiting and, more broadly, AI and bigger tech advances in Human Resources. During the segment, the guests talk about an internal IBM tool that can supposedly predict turnover six months out, subsequently sending “nudges” to the managers of those at risk for leaving the company so they can do something about it. IBM does not sell that technology on the market; it’s strictly an internal resource. When The Washington Post covered the IBM tool, they noted it was an example of advanced technology entering the “traditionally low-tech Human Resources department.” This lines up with another recent article, this one from HR Executive: “AI is coming, but is HR ready?”
The basic summary of that article can be found in its second paragraph:
For example, nearly half (43%) of the 500 HR leaders at mid-sized organizations surveyed believe their organization will not keep up with related changes in technology during the next decade. Continue reading
The short answer – in so many ways!
We’ve been hearing this for a year or two now, but here’s a recent article from HR Executive about how smart automation can lift HR to world-class levels. Awesome. We agree — it’s one of the many reasons we offer intelligent automation within our product suite. If you scroll down in the HR Executive article, you’ll find research from The Hackett Group about how HR teams employing smart automation are “currently operating at 20% lower cost and with 31% fewer employees than typical HR organizations.”
That sounds great. Who wouldn’t want lower cost? Continue reading
If you’re a hiring manager or recruiter, you probably make recruitment mistakes all the time. This is because everyone makes mistakes, and because the role of a recruiting agent or Human Resources professional requires plenty of human intuition – something that’s trustworthy but certainly not error-proof. While it might be impossible to assess a candidate with 100% accuracy every time, there are plenty of practices that can make you much more efficient and effective in general.
Here are some common recruiting mistakes, and how you can avoid them.
1. Losing touch too quickly
Often, both candidates and recruiters fail to reconnect after an interview even if it went reasonably well. Continue reading
Are you considering technology to improve your recruiting process? If you are, keep reading.
Sadly, the current recruitment process at most organizations isn’t always optimal.
This makes sense, of course: speed is often an important factor in recruitment, which is why we have metrics such as time-to-hire or time-to-fill.
When a role is open, that implies increased workload for other members of that team. Managers try to avoid that, so they want a position filled quickly. The problem is that hiring processes focused on speed can be prone to a large amount of human error and miscommunication.
Statistics can vary, but somewhere between 25-33% of employees depart within six months of entering a new job. Continue reading
Now, there’s a short answer and a long answer. Keep reading to find out more.
Who do you spend the most time with at work?
Team-based hiring, sometimes called “collaborative hiring,” has been on the radar screens for a hot moment: ERE was writing about it back in 2015, for example. The basic idea is that, while a hiring manager may make the final decision, he/she makes that decision with lots of input from the team that the new hire will enter.
This makes logical sense. When you start a job, you spend a good deal of time with the team you are entering, i.e. Continue reading
The bottom line: Human Resources needs to be further empowered within the business, especially at an apex time for talent.
While this attitude is gradually changing for the better, many current executives do view Human Resources as a compliance function. It’s definitely not a profit center at most organizations.
Compliance is incredibly important, but several other core functions of an organization tend to run through HR: Recruiting, i.e. getting the best people, is the most notable one. But HR executives typically have a hand in culture, retention, and broader organizational health goals too. So while those things are not easy to track on a spreadsheet, per se, they are very important to the business and HR needs a bigger “seat at the table” as a result. Continue reading
Are you wondering how to find the best banking employees for your open roles?
We covered recruiting for financial services back in summer 2018, and we touched on recruiting in banking this past summer. We wanted to present some new information about the state of the banking industry as regards recruiting now, though.
Specialist vs. generalist
This is actually based on research conducted in 2015 and 2016, but the research holds up across banking and financial institutions — and it’s a common topic these days because of David Epstein’s book Range about generalists triumphing in a specialized world.
In banking and financial services, you tend to see this trend line: The people who are entering the profession tend to be more generalist, whereas the people leaving tend to be more specialist, as seen below:
There are a lot of potential explainers for that. Continue reading
Have you been curious as to if the numbers and costs associated with AI for recruiting would be positive in your company?
The discussions about AI in the recruiting process have been robust in 2018 and 2019. More and more companies are adopting these solutions, or some form of machine learning and artificial intelligence, but there’s a lot of companies out there still doing things in an old-school, manual way. That makes sense, obviously — change is not easy, especially as an organization gets bigger and there are more stakeholders to inform and get approval from — but the math is not on the side of old-school recruiting approaches staying as the norm for long. Continue reading