Algorithims: Efficient Recruiting or Risky Recruiting.

Algorithms and Your Recruiting SoftwareAlgorithms are everywhere. They’re determining who we hire, which friends’ status updates we see online, and the rate you’ve been given on your car insurance. They may have even had a hand in how you landed on this article.

Imagine having a lower credit score simply because you shop at a store in a neighborhood deemed “lower income” or “unsafe” because it’s on your way home, or close to where you work. If this seems unfair, that’s because it probably is. Though they’re being used everywhere, algorithms aren’t infallible.

While it may be less concerning as it relates to the social media posts you see as you scroll through your phone, there is cause for great concern as we consider the role algorithms play in our hiring processes. Continue reading

The Human Element of Recruiting Cannot Be Replaced by Artificial Intelligence

human-element-of-recruiting-replaced-by-aiRecently, I read an article with a title that caught my eye, “Startups are making the rejection letter a thing of the past”. The author’s viewpoint was essentially that Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to tools like Mya. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This would effectively reduce the need for “turndown” or rejection letters, at least within the initial phase of the recruiting process. Continue reading

Five Strategies to Effective Recruiting in a Candidate Driven Market: Making the Final Selection

This is part five of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
making-the-final-selection
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.

Making the Final Selection

There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. Continue reading

External Assessment Tools: Part Four of a Five Part Series on Recruiting

This is part four of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
external-assessment-toolsIn part three of our series on recruiting, we discussed internal screening. Today, we’ll be looking at some of the assessment tools available to us when our search for talent takes us outside the organization.

With the average cost of recruiting, hiring, and training being $4,000, and the cost of turnover being $16,000 for entry level employees and $120,000 for mid-level associates, it’s easy to see why employers care so much about making the right hire the first time. When putting candidates through the assessment process, having the right tools is critical for employers. Continue reading