A supportive and rewarding employee lifecycle is important to a successful organization.
For HR departments, one way to create a positive cycle of employment is the use of technology. There are many steps within this cycle, and some of these have smaller tasks within them.
Technology assists with cultivating the best employee experience, from hiring to onboarding and termination. Within the HR team who deploys new technology, there have been instances where these tools help provide greater value throughout an employee lifecycle. At the end of the day, technology is helping businesses become more efficient with their employees.
The first part of the employee lifecycle is hiring. Continue reading
In today’s hyper-competitive labor market, the challenge of hiring and retaining the right talent keeps getting tougher by the day.
While high employee turnover leaves a bigger dent, an aging population could soon make the talent gap become larger. This spells an urgent need for better ways to attract and retain top talent. As the current recession caused by the COVID-19 pandemic continues to grip economies around the world, almost all industries have felt the pinch under the lockdown. The recession has not only a huge impact on the workforce but also the recruitment process.
Although many organizations have put their hiring process on hold until the economic downturns are over, some are still recruiting to prevent a business slowdown. Continue reading
Despite the popularity remote work has gained in North America over recent years, very few companies have fully enabled remote recruiting processes.
It’s interesting to think about how we’ve started to scale the idea of remote work, to the point that remote workers are saving money and potentially even saving the environment, but we have not scaled the idea of remote recruiting. Sure, you might hire someone from another city or geographic area, and a lot of that process may take place online — although eventually, you’re going to want any top candidates not in-market to come fly and meet your team in-person. Continue reading
Consider recruiting as a function in 2010. It was two years after a global recession and companies were just starting to ramp hiring back up again.
At the end of 2010, SHRM said HR would be a “power hitter” in 2011. It’s nine years later now, and the contribution of the HR function has drastically evolved.
What’s interesting now is that the entire profile of “what” exactly a recruiter is has evolved. LinkedIn did an end-of-2019 report on the future of recruiting, summarized by HR Technologist, and there are some important takeaways about the growth of recruiting and the shift of the profession to a much more data-driven and analytical one. Continue reading
Are you looking to be even better at your job? Follow our guide to learn the best place to start!
This point gets belabored probably way more than it should: we’re at an “interesting time” or “crossroads” in recruiting. In reality, people were putting that on their HR Tech slide decks in 2006. Because recruiting is a bedrock of getting the people you need both now and in the future, recruiting has to evolve (revolve) as the business does. The thing is, though: that’s happening, but the belief that it’s happening seems to always come largely from the broader HR/recruiter pool. Continue reading
Is job hopping necessarily a bad thing?
As we get better at using technology to augment the recruiting process, we also need to take some of the preconceived notions of recruitment and remove them from how we think and how we design our programs — i.e. what inputs our artificial intelligence programming is even looking for in prospective candidates. One of those preconceived notions is the idea that someone who “job-hops” is a bad choice, or a chaotic one. There is some nuance to this discussion, yes — some people who job-hop are less-stable employees. That’s true. But there are other factors to take into account. Continue reading
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