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.

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

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

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