Imagine getting a job without ever talking to a real person. A computer analyzes your resume using AI, thinks you’re a good fit, then sends gives you a test assignment.
You complete the assignment and the computer takes a read. Based on its data-crunching, it believes you will do the job well. A job offer arrives via email the next day with and address to show up at for day one.
We’re not quite in that reality, but one part of the process is already here: AI reviewing resumes and making judgements on which candidates might be a good fit.
In the ‘good old days,’ hiring managers skimmed resumes quickly. Continue reading
We recently wrote a blog discussing healthcare hiring challenges, now let’s talk about how tech can help!
There are some crucial stats to embrace to understand the current positioning of both US and global healthcare, and what that means for hiring. Specifically:
From 2010 to 2019 (i.e. a full decade), no sector added more net jobs to the U.S. economy than healthcare.Overall in the U.S., the sector employs 16 million people, or 11% of the total working population. (Tech, which we discuss constantly, employs about 6%.)Post-secondary health topic teachers, home health aides, and nurses are among the 10 fastest growing professions in the U.S. Continue reading
We’re deep into Q4 2019 now, so it’s only natural that we start with the 2020 trends lists.
And it’s also true that for years, any recruiting / HR trends articles have focused largely on AI. AI for recruiting, per some statistics, is in about 24% of midsize to large organizations, with 56% planning to add it in the next year. At this point, then, AI is “here.” It’s not necessarily an emerging trend anymore; what’s emerging about AI is how companies are using it to maximize talent acquisition and speed/accuracy/long-term retention of their pipelines.
As a result, we’re not going to say “AI is a trend for 2020!,” Continue reading
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.” Continue reading
Happy Thanksgiving to everyone!
It’s the season of thanks in the U.S., where a lot of our partners and clients reside. To celebrate the beginning of the holiday season, we wanted to make a list of 10 things to be thankful for currently in the #HRTech world. Let’s dive in.
What should we be thankful for this year?
The space is increasingly finding ways to move the business forward
, as opposed to telling organizations what they’ve already done.AI is now totally poised to change both recruitment and HR as a whole.
Here’s a quote you will hear increasingly more and more: In the past 20 years, “software ate the world.” 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