With the rise of chatbots, conversational recruiting has become the hottest strategy in talent acquisition.
A recent demonstration of Google’s Assistant scheduling a haircut blew people’s minds and hints at the intriguing future of what conversational recruiting could look like.
Conversational recruiting is defined as attracting, qualifying, and engaging candidates with real-time, continuous one-on-one messaging. These conversations are flexible and take place where candidates already are: on mobile, social media, and messaging apps.
Already common in sales and marketing, conversational commerce is the adoption of real-time messaging with people, brands, products, and services.
The technological advancement that enabled conversational commerce to happen was the merging artificial intelligence with everyday consumer interactions. Continue reading
If you’ve opened a newspaper, scrolled through your newsfeed on social media or turned on the TV lately, you’ve seen stories concerning racism, sexism, ageism and more in the workplace.
Discriminatory behaviors can damage your company’s reputation and possibly land your company in legal trouble. These biased practices are unfortunately found in recruiting.
Here are three rules to remember when recruiting to protect yourself, your company and the candidates you interact with daily.
Rule 1: Ignore candidate demographic data on resumes
Starbucks recently came under examination for a couple different racial incidents. First, a store manager called police over two African American men citing trespassing as the offense. Continue reading
A new narrative rising to the top of everyday conversation includes a very real fear of robots taking over our jobs and maybe even the world. While there’s a lot of speculation going around, we can rest assured that robots taking over all of our jobs isn’t likely to happen.
If anything, robots and artificial intelligence (AI) are more likely to create new jobs while continuing to streamline and find more efficient ways of doing things. Do you remember when HR departments worried that applicant tracking systems (ATS) would eliminate recruiting jobs? That didn’t happen. ATSs only served to make recruiters more productive. Continue reading
Communication among recruiting teams can be a pretty messy situation. Ask 100 recruiters about their least favourite thing about their job. The answers would probably include:
Poor or a lack of communication in the workplace
Too much task work and top-of-funnel activities
We’ve already talked several times about reducing task work (e.g., automate the top of funnel activities), so let’s discuss communication.
There are two major issues around communication on teams:
The caring aspect: Communication in the workplace drives everything — how can you know what to do if someone isn’t communicating it? — but it’s often viewed as a “soft skill.” As a result, many people ignore communication and focus on tasks or revenue-facing activities. Continue reading
You’ve heard it over again: recruiting is now candidate-driven and talent pools are only getting tighter.
So what’s a resource-strapped recruiter to do? Arm yourself with the latest data on what candidates want, of course.
Indeed recently surveyed 2500 employees and here are the top 4 recruiting insights from their research.
Candidate insight #1: Money isn’t everything
Indeed found only 12% of employees surveyed cited salary as an important factor in their job.
Not only that, although many reported feeling underpaid, 55% stated they would consider turning down a pay rise if it meant a work environment they disliked or working with employees they didn’t get along with. Continue reading
What should you be doing as a recruiter? Most would answer this by simply shifting the word: You should be recruiting, of course.
Makes logical sense. But recruiting involves lots of different things:
Working with hiring managers
Moving through the process
Working with HR on an offer
It’s a lot. There are theoretically 40 work hours in a work week, although many of us do work more.
Science has shown that about 55 hours/week is a hard ceiling on productivity. That’s 10+ hours/day Monday to Friday.
A percentage of that time will be taken up by calls and meetings. Continue reading
Google made a big splash in the recruiting industry with the release of Google for Jobs back in November 2016. Only available in the U.S. at the time, Google for Jobs just became available in Canada and India.
Using machine learning, Google For Jobs matches job seekers’ intentions with relevant job postings by understanding job titles, descriptions, skills and preferences.
It promised to find better job recommendations for candidates by finding relevant job postings that job seekers would miss otherwise because they contain specific jargon, save them time, and improve its searches over time by collecting more data.
One of their early customers was CareerBuilder. 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
With an unemployment rate of 4.1% in the U.S. and thousands of jobs being added, it’s clear that we are in a candidate’s market.
But when there’s high demand for employees, especially employees with specialized skills, sourcing and placing candidates can be difficult. According to a recent recruiting industry report conducted by Top Echelon, LLC, 40% of recruiters’ clients told them there weren’t enough candidates to pick from.
Using recent industry trends, I detail which industries have the most difficult time placing candidates and where you can look to solve sourcing problems.
In which industries are candidates sparse?
In general, it’s more difficult to find qualified candidates for industries requiring highly specialized and skilled workers. Continue reading
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