According to Korn Ferry’s data, 63% of talent acquisition professionals report AI has changed how recruiting is conducted in their organization.
A big part of this recruiting AI is the chatbot.
A chatbot is defined as “a computer program designed to stimulate conversation with human users.” Although the chatbot is a relatively recent innovation in the recruiting context, chatbots have been used for years in customer service and as virtual personal assistants. Hello, Alexa!
Have you used a chatbot?
Maybe, I don’t know if he/she was human or a bot.
Drift, a leading marketing chat software (both people and bots), recently conducted a survey along with SurveyMonkey, Salesforce, and myclever on how chatbots are changing the online experience. Continue reading
Is recruiting now longer your typical 9-5 job?
It’s no longer a 9-5
To say that technology has changed the traditional 9-to-5 is overly simplistic. Each new invention or improvement on existing internet technologies brings a new wave of innovation across all industries, and recruitment is no different.
Business is already undergoing rapid change, and is no longer relegated to the Monday to Friday “grind.” Case in point: a recent Gallup survey found that 35% of current employees would quit their job for the chance to move into a role that offered full-time remote or flexible work.
As these younger generations – known as Millennials and Generation Z – begin to enter the workforce, non-traditional working cultures are already starting to become the new normal. Continue reading
HR and Recruiting Buyer Survey to capture who the HR and recruiting professionals who purchase HR tech are and their buying process.
Workology recently conducted the
Here are the top 5 findings from the Workology HR tech buyers survey.
23% fewer than 50 employees
15% 101-250 employees
13% 1,000-5,000 employees
13% 10,000 or more employees
With almost a quarter of surveyed buyers work at small organizations of (less than 50 employees) while a quarter work at enterprises (1000 or more employees), which explains the variation in HR tech products that the market is able to offer. Continue reading
HR.com and IBM Smarter Workforce Institute recently released a comprehensive report on the state of talent acquisition called, “How Organizations Identify and Hire Great Talent.”
The extensive survey included questions about HR leaders’ top hiring challenges, their time to fill, and their desired outcomes for using AI in talent acquisition.
Here are 7 new insights into today’s talent acquisition from the HR.com and IBM report summarized in an infographic:
1. 38% believe the biggest hiring challenge is losing promising candidates during the hiring process
Losing promising candidates during the hiring process was the hardest hiring challenges for 38% of respondents. Continue reading
The process of building out a very strong recruiting team is often one of the biggest challenges managers face.
How can your recruiting team be more effective? Here are a few things to consider.
An intro to effective team-building
Here’s a useful article detailing five strategies for a high impact team.
There’s some good stuff in there including the power of simplicity in business. They also talk about vulnerability and humility, which are very good traits, especially for the team leader.
One interesting thing in the article is an idea that “team-building is not a cocktail party.”
What does that mean? Continue reading
According to LinkedIn’s Recruiting Trends 2018, 67% of recruiters say AI helps them save time, 43% believe it removes human bias, and 31% say it delivers the best candidate matches.
So if you’re in talent acquisition, investing in AI seems like a smart move. But how do you decide which AI tool is right for you?
I break it down in our new 11-point buyer’s checklist on AI for recruiting software.
Section 1: Questions for your team
Your decision making process for buying AI for recruiting software starts with the questions you ask your team (and yourself).
A good starting point is asking yourself: what’s our biggest pain point? Continue reading
Have you ever heard the term “shelf-ware?”
That’s when your company buys software but no one inside the company really uses it once it’s bought, so it sits on the shelf. Get it?
Shelf-ware is extremely costly to a company. Basically, buying something for a bunch of money, never adopting it, and likely renewing it at the end of the contract.
No one wants to throw money away. So how do you make sure that the software you invest in actually gets used and doesn’t become shelf-ware?
Here are three important factors to consider when you buy recruitment technology.
#1: Integrations with your current recruiting stack
Make sure whatever you are considering purchasing integrates with your existing workflows. 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
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
Recently, I read an amazing HROS case study by Johnny Sanchez, Head of Recruiting & Onboarding at Hot Topic, on how he and his team completely transformed their onboarding process. One detail that stuck out to me on how he did it was by “surveying hires over the previous six months.”
With all the attention being paid to improving candidate experience, one obvious strategy should be top of mind: are you collecting feedback from your actual candidates?
Here are 3 effective ways you can collect feedback to improve your candidate experience.
1. Using a chatbot as a candidate feedback tool
Sutherland, an IT service provider, built its own chatbot, Tasha, as a communication tool for their candidates. Continue reading