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

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

How Slow Hiring Processes Can Hurt Your Organization

Are you losing good applicants because your hiring processes are taking too long? In this rebounding economy there are more jobs available than ever and it’s an applicant’s market. The best applicants are receiving multiple job offers and hiring decisions often move quickly. It’s already a challenge to secure the best talent in a competitive market, so don’t lose applicants because of slow hiring processes.
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