With recent accusations against Intel and IBM and a new lawsuit alleging companies used Facebook ads to screen out older job seekers, age discrimination in hiring is making headlines.
The Equal Employment Opportunity Commission defines age discrimination as “treating an applicant or employee less favorably because of his or her age.” In the U.S., the Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older.
According to Dice’s 2018 Diversity and Inclusion Report, a depressing 76% of respondents believe ageism exists in technology.
Research has shown that age discrimination at the screening phase does exist. 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
To most people, recruiting is “a HR thing.” That’s the silo it belongs to. Silos are very prevalent in business. In fact, Machiavelli discussed silos in 1513.
But we also work in a time when collaboration is super important. Teams are scattered all over the country or even the world, and the strategy often involves a “road map,” which means A needs to be finished before B gets started. Groups need to come together to hit goals.
The “knowledge economy” we often reference is really a “collaboration economy.” Collaboration and silos don’t typically go well together.
All this said, what other departments should talent acquisition be working with the most? Continue reading
Sourcing is the second highest origin of hires after direct applicants, so a lot of attention is being paid these days to metrics and tools to improve this crucial function.
Here are 7 metrics about sourcing that every talent acquisition professional should know summarized in an infographic below.
Metric #1: Every 1 in 72 sourced candidate is hired
According to Lever, candidate sourcing is one of the most effective ways to hire. On average, one in every 72 sourced candidates is hired compared to one in every 152 applicants.
Metric #2: Sourcing takes up 1/3rd of a recruiter’s work week
Entelo’s data found on average, a recruiter spends ⅓ of their week or about 13 hours sourcing candidates for a single role. Continue reading
There’s an increasing body of research that shows human beings don’t use our time all that well, including this study on how judges schedule their time.
One of the key findings of this research is:
“For knowledge workers and managerial positions, there is evidence from time diaries that all sorts of workers schedule their workflow ineffectively, in the sense that they tend to jump from one task to another too frequently.
They spread themselves thin, and then they achieve less than they would if they worked on something until completion.”
If you’re reading this, you’re likely in recruiting, sourcing, or talent acquisition. Continue reading
Bullhorn recently published their 2018 North American Staffing & Recruiting Trends Report, a survey of more than 1400 staffing professionals.
Compared to 2017, the majority of staffing professionals – 67% – are less confident about the future. This is likely due to the tension between the potential opportunities presented to staffing agencies vs. the challenges they face in 2018.
I’ve highlighted some important findings on recruiters’ priorities for 2018 from Bullhorn’s report below.
Increases in hiring and operating budgets
Whether internal or external, recruiters are experiencing the same challenges from the tighter labor market.
While 70% anticipate an increase in hiring needs, 64% of staffing pros say their top challenge is the talent shortage. Continue reading
With recent entries in applicant screening tools from Google and Facebook, candidate screening software is currently top of mind.
Here are some factors to consider when buying candidate screening software.
What do you need from candidate screening software?
This is where the discussion needs to start. Before you progress to the demo stage, you need to ask yourself if the screening software you’re considering fits these criteria:
Aligns with your business model
Integrates with your pre-existing software and processes
Is capable of handling the highest volume of hiring you plan to do
Those are the “big three” you typically need in place when evaluating candidate screening options. 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
Jobvite recently published their 2017 Recruiting Funnel Benchmark Report, an analysis of data from over 50,000 posted job listings, 15 million job applications, and 69 million job seekers.
Phew! That’s a lot of data.
Having an accurate grasp of your recruiting metrics is important for optimizing your processes and showing the business value of your recruiting activities.
An important aspect of assessing metrics is knowing where you stand compared to industry benchmarks.
Here are the stats from Jobvite’s 18-page report I thought were the most insightful. How does your recruiting process compare?
Applicants per open req
The number of applicants per open req is going to vary greatly depending on the size of your organization, the industry, and the role. 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