Anyone in talent acquisition understands that applicants want to be communicated with.
The stats on this are everywhere:
CareerBuilder found 84% of applicants expect some type of email response early in the hiring process.
Software Advice found the top requests of job seekers were:
Notification if passed over
Timeline of hiring process
Human contact after application
Timeliness of replies
Unsurprisingly, 4 of the top 5 aspects that candidates want improved involve better communication.
So why don’t we communicate better? Time.
We’re managing too many open requisitions and have too much on our plate and only a certain number of hours in the day. Continue reading
Have you ever heard the term “shelf-ware?”
That’s when your company buys software but no one inside the company really uses it once it’s bought, so it sits on the shelf. Get it?
Shelf-ware is extremely costly to a company. Basically, buying something for a bunch of money, never adopting it, and likely renewing it at the end of the contract.
No one wants to throw money away. So how do you make sure that the software you invest in actually gets used and doesn’t become shelf-ware?
Here are three important factors to consider when you buy recruitment technology.
#1: Integrations with your current recruiting stack
Make sure whatever you are considering purchasing integrates with your existing workflows. Continue reading
The rise of AI in various industries is an interesting and far-reaching discussion.
A very small percentage of people are at the forefront of working with the technologies involved, most are aware of the potential ramifications, and some are choosing to ignore it.
AI was actually initially developed at a 1956 conference at Dartmouth University. As of yet, it’s not quite at scale.
This is what we do know, however: it’s likely AI will take away jobs. The number most reported by reputable sources seems to be somewhere between 35-47% of jobs could be automated away in the next 25 years. Continue reading
About 5 years ago, I had the opportunity to talk to some executives at one of the biggest technical recruiting firms in North America. They pointed me towards one of their recruiters, who was generating more money for the firm than anyone, as well as bigger placements.
The funny thing was, though, she never worked on open requisitions, which was the strategy of 99% of the recruiters employed by the firm. Instead, she simply had built an amazing proactive pipeline, while it definitely took time – now she was just reaping the rewards of said proactive pipeline.
What is proactive recruiting? 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
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
Resume matching software as it’s traditionally been used has hurt candidate engagement.
So how can you become more effective in your hiring – and use the right resume matching software – while not alienating candidates and harming your brand?
The problem with traditional resume matching
Resume matching software in its origin stages (i.e., older versions without artificial intelligence baked in) is essentially the same as old-school search engine optimization. The “matching” part is almost entirely based on keywords.
If a candidate got good at stuffing their resume with the right keywords, they would get past the technology and into human hands. Continue reading
SaaS (“software as a service”) recruiting software refers to on-demand software, whereby the database and features are hosted in the cloud.
It’s essentially the prevalent model of recruitment software delivery right now.
The benefits of SaaS recruiting software
Cost effectiveness: You save money because SaaS recruiting software doesn’t need IT infrastructure, maintenance, or staffing costs. All of that is handled by the provider and baked into your subscription cost, but said subscription cost is likely to be significantly less than the implementation and overhead costs of infrastructure and maintenance.
“Hit the ground running:” You can import existing data fairly easily, and because you don’t need to install and implement the software yourself (the provider does it), you can be up and running in hours. Continue reading
The definition of an HR screening tool is changing these days.
Back in 2000, SHRM listed the #1 screening tool as employment verification. In 2015, the top HR screening tool was the ATS.
In the last 2 to 3 years? A lot has changed.
Some have argued AI is the new electricity:
“About 100 years ago, electricity transformed every major industry. AI has advanced to the point where it has the power to transform every major sector in coming years.”
-Andrew Ng, founder of the Google Brain Deep Learning Project
Looking at the financial history of AI, there was $5B in funding in 658 companies in 2016. Continue reading
The logical way to think of hiring software is considering what product is going to best solve the pain points that your recruiting team has.
Unfortunately, a product-focused culture that mostly considers features and potential for customizations can miss the big picture.
It can create a sales-driven culture where sales reps click through demo bullet points. When you hear 5-10 of these presentations, you can get confused.
But what are some different approaches to picking the right hiring software?
Here are 3 considerations that would benefit you to keep in mind.
1. The hiring manager adoption rate
This is crucial for two reasons:
The actual hiring cycle process
If your company is investing in technology, metrics are going to be important. Continue reading