Have you been wondering if your recruiting horror stories are things that only happen in your company? Trust us, they aren’t.
There are any number of recruiting horror stories in the world. The whole reason that “candidate experience” has become such a big concept in the last 3-5 years is that, well, oftentimes candidates were receiving either no experience or a very negative one, and that was harming companies. They were losing access to top talent and harming their brand and bottom-line. Now more people are discussing how to treat candidates, and that’s a welcome change.
We decided to comb LinkedIn and the Internet (and some of our friends and family) for recruiting horror stories, then show you how they can be fixed with better processes and products. Continue reading
Have you been wondering about what the quantitative difference between quality of hire and time to hire is?
Recruitment involves dozens of metrics. It’s easy to fixate on each one without improving the hiring process. But there are two metrics that employers tend to value: quality of hire and time to hire.
We’ll explore the benefits and drawbacks of these metrics. We’ll also provide best practices for striking the ideal balance between the two.
Quality of Hire
Quality can be a difficult aspect to measure. After all, it’s a subjective metric. But quality comes in many forms: ROI, productivity, and manager satisfaction. Continue reading
Is there a best practice when using AI in hiring for telecommunications roles?
Our director of business development, Diego, actually has a Bachelors in Telecommunications Engineering. We’ve been working with companies in the space for years. Hiring can be tricky in telcom because there are dozens of potential roles, from strategic in-HQ operatives all the way to field service reps. How do you make sure you’re maximizing your hiring process?
First: know the trends
Customer experience is a huge trend in telecommunications for 2019 and beyond. Consumers have more choice, but also more devices — and those devices are increasingly connected. Continue reading
Has the idea of a skills gap been brought up in your organization?
Does a skills gap exist? And what should you do about it?
The idea of a “skills gap” has gotten considerable attention in the past year or so. The basic argument is very logical: Technology is evolving rapidly, and that’s created “gaps” where employers need specific skills, but it’s increasingly hard to find them. Considering the Internet itself is only 30 years old and many professions today have Internet skills/capabilities tied to them, it makes perfect sense that the “skills gap” must exist.
Or does it not?
There are arguments to the contrary on the skills gap
Recently there have been a number of discussions on the idea that the skills gap never really existed, notably here and here. Continue reading
Have you been wondering what stats your recruiters need to know?
Thanks to the record-low unemployment rate, hiring and recruiting are more difficult than ever. Job-seekers have their pick of positions, so keeping your process as streamlined and efficient as possible is key to convincing candidates to choose your company.
The hiring process is often treated as an indicator of how the job itself will be. According to a recent CareerBuilder and SilkRoad survey, 68% of employees believe their experiences as job candidates reflect how the company treats its people.
That same survey found nearly half of employers reported it’s taking longer to fill jobs than ever before. Continue reading
Have you ever considered HR tech in financial services?
You probably wouldn’t expect a large bank to dabble in HR technology. HR seems compliance-driven, and what banks do seems very revenue-driven. Those are often very different lines of business/business models. But banks are increasingly entering the HR space. Note this from The Wall Street Journal:
Investment banks better known for big trades and mega-mergers are descending from the C-suite to pitch for business managing companies’ employee-benefit programs. It isn’t a glamorous business but it offers the type of sticky, predictable revenue that bank shareholders want—and executives are willing to embrace—as core Wall Street businesses struggle. Continue reading
Second interviews are not just a formality, they are an essential way to really understand how your candidate ticks and whether they are the right choice for the job. These 15 second interview questions will help you select the cream of the crop of talent available to you and can make it much easier to choose between equally matched candidates.
What’s the point of a second interview?
Second interviews have a very different dynamic to first interviews. You’ve already established the candidate could be good for the job. You know their background is broadly relevant, they seem to have good interpersonal skills, they come across well in person, etc. Continue reading
Have you been wondering which HR Tech trends to focus your energy on? We’ve rounded out the most important trends for 2019.
What are HR leaders seemingly thinking about?
Per research from Gartner, here’s a slide about the priorities of HR leaders currently:
If you break down this list into broader categories, here’s what you come to:
Skills of your people
Skills of your people
Experience of your people
Talent in the context of diversity
You could argue (2) — about building a leadership bench — is also a “talent” issue, as is “building critical skills” (although that’s more about learning and development). Continue reading
Are you trying to make a case for diversity and inclusion in your organization?
No organization will actively reject the idea that diversity and inclusion programs are good things for their business.
Once you get past the “OK, no one is outwardly saying no to this idea” phase, you get to more complicated ground, though: what are companies actually doing about diversity?
And then you come to this: can you actually build a business case around diversity and inclusion? What does that look like?
Follow the bouncing ball
The first important situation is simply dealing with standard organizational process. To put anything in play at most companies, you need to present a business case. Continue reading
Have you been wondering how the rise of AI began to trend and spread across the globe?
The rise of artificial intelligence
Consider the Industrial Revolution, which lasted somewhere from 60-80 years. Some are calling the current period “The Fourth Industrial Revolution.” Largely expected to be driven by artificial intelligence (AI) and data analysis, this Fourth Industrial Revolution will be compressed into the lifespan of a beagle.
This means absolutely massive changes for how we work and design processes within our work. AI, specifically, is already beginning to have a large impact in recruiting and hiring.
It is helpful now to look at where AI has been, where it’s at now, and where it might be going. Continue reading