Similar to unconscious bias, adverse impact can result in fewer qualified minorities being hired for discriminatory reasons.
The difference is that adverse impact is a legal requirement for US employers with 15 or more employees (20 employees for age discrimination cases) to remain compliant with their recruiting.
Here’s everything you need to know to avoid adverse impact during your recruiting.
Disclaimer: This guide does not replace legal advice nor your own due diligence.
A Guide To Adverse Impact: Everything Recruiters Need to Know – Table of Contents
Section 1: What is adverse impact? Section 2: An overview of the U.S. Continue reading
With 70% of hiring managers stating recruiting departments need to become more data-driven to improve long-term business impact, the need for accurate recruiting metrics has never been greater.
HR costs make up 28% of a company’s total operating expenses on average, according to PwC.
With so much money at stake, it’s no wonder that companies are increasingly demanding their recruiting departments to calculate metrics and demonstrate their ROI.
To provide a comprehensive overview on how to measure, optimize, and show the business value of your recruiting process, we created this guide on recruiting metrics for talent acquisition professionals.
Recruiting Metrics: A How-To Guide For Showing The Business Value Of Your Recruiting – Table of Contents
Section 1: What are recruiting metrics? Continue reading
Innovations in recruiting software are driving the evolution of the talent acquisition function. HR tech influencer Josh Bersin calls it: The new landscape of talent acquisition – Josh Bersin
56% of talent acquisition leaders predict their hiring volume will increase in 2017.
Talent acquisition departments need to assess their recruiting software tools and understand the new innovations out there to help them succeed in today’s candidate-driven and resource-conscious market.
Currently, the recruiting software landscape looks like this:
Advancements in recruiting software and technology are happening at a rapid pace and it’s hard for anyone to keep up.
To provide an overview of the recruiting software marketplace, we created this guide for recruiting and talent acquisition professionals to help you choose the right recruiting software. Continue reading
Talent rediscovery solves the age-old problem of recruiting departments spending time and money to collect hundreds, thousands, and even millions of resumes for previous positions and not being able to utilize them for open reqs.
94% of companies who use an Applicant Tracking System (ATS) say it’s improved their hiring process.
But a traditional ATS has a major limitation: it doesn’t allow you to search through your existing resume database quickly, easily, and accurately.
These are candidates you’ve already paid to source and spent time screening their resumes. But once these resumes get collected into your ATS, the majority of them are never looked at again. Continue reading
Screening resumes is estimated to take up to 23 hours for just one hire. That means resume screening is still the most time-consuming part of recruiting.
When a job opening receives 250 resumes on average and 75% to 88% of them are unqualified, it’s no wonder the majority of talent acquisition leaders still find the hardest part of recruitment is screening the right candidates from a large applicant pool.
Compounding the problem, a recent survey of talent acquisition leaders found that 56% will increase their hiring volume next year, but 66% of recruiting teams will either stay the same size or shrink. Continue reading
})(window,document);Since the ATS, recruiters have leveraged technology to make their jobs easier, faster, and better. Today, the dominant theme in HR technology is AI for recruiting.
AI for recruiting is an emerging category of HR technology designed to reduce — or even remove — low-level sourcing activities like manually screening resumes.
Screening resumes efficiently and time-effectively still remains the biggest challenge in talent acquisition: 52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool.
According to a survey of talent acquisition leaders, 56% say their hiring volume will increase this year, but 66% of recruiting teams will either stay the same size or contract. Continue reading
You’ve heard it over and over again: data and people analytics are transforming the workplace and HR is becoming a data-driven function.
HR departments haven’t been ignoring this trend. According to the Society for Human Resource Management (SHRM), HR professionals believe the most critical competency for demonstrating business acumen in the coming years will be understanding HR and organizational metrics and analytics. The focus on big data will challenge HR leaders to build a people analytics team, bring together multi-disciplinary skills, and develop a long-range plan to “datafy” HR. – Deloitte
On the surface, the need to “datafy” HR is puzzling because HR has traditionally been one of the more data-heavy departments in an organization. Continue reading
Workplace diversity has become a hot button issue and a top priority for recruitment departments.
A recent survey by the Society for Human Resource Management (SHRM) found that 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates. 57% of recruiters have strategies to attract diverse candidates
Achieving greater diversity in the workplace is not just a noble and compliance-related goal. The rise in workplace diversity is related to the increasingly collaborative and team-based structure of modern organizations: the evidence is clear that companies that can effectively recruit and manage a diverse workforce have a clear competitive advantage. Continue reading