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One of the critical aspects to organisational success in today’s job market is attracting and retaining talent. From developing a nuanced comprehension of the demographic characteristics to accurately predicting cultural fit, new hire success has never been more complex. And although a host of factors contribute to the evaluation process, the ability to gauge a …
How Fast-Growing Companies Can Benefit from Talent Analytics Read More »
In an interconnected world, diversity and inclusion are necessary values for the company’s growth. A survey shows that companies with an inclusive team have made better decisions 87% of the time, and 60% have delivered better results. Despite the clear evidence, companies show inherent bias against people based on age, nationality, race, gender, and disabilities …
It’s Time to Leverage AI to Remove Hiring Biases Read More »
Today, HR managers and recruiters are expected to fill openings faster, find reliable and strong candidates, and make sure biases don’t play any part in the recruiting process. Making objective decisions on hiring can become a challenge sometimes as human beings are influenced by unconscious biases and their social conditioning. Given that workplaces need to …
The 2021 Gartner report found that talent shortage is the biggest hurdle for companies to adopt the latest technologies. The survey found that 64% of the respondents cite this shortage as their biggest challenge, as compared to just 29% who cited implementation costs. Yinuo Geng of Gartner says, “the ongoing push toward remote work and …
IT Hiring Trends That Are Hard to Ignore in 2022 Read More »
In this article for Harvard Business Review, management professor Peter Cappelli argues that “the big problem with all [new hiring] practices is that we don’t know whether they actually produce satisfactory hires.” If we were to quantify the time, energy, and resources companies commit to hiring, we would likely be surprised at how much these efforts …
5 Hiring Challenges That Companies Hiring at Scale Often Face Read More »
As a talent acquisition professional, you’ve probably been in this scenario a number of times… You’ve found a candidate (or a few) that could be a great fit for the role you are hiring for. Unfortunately, your window for hiring is small. Maybe they weren’t actively looking for a job and you’ve got them curious …
Talent Acquisition: Hire Faster and Engage Candidates More with AI Read More »
Intelligent Hiring During the ‘Great Resignation’ It was Anthony Klotz, associate professor of management at Texas A&M University, who first coined the term ‘The Great Resignation’. This is the theory that as we shift to the post-pandemic workplace, employees would rather leave their jobs than simply resume their typical 9-to-5s in the office. The numbers …
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Unconscious bias isn’t something you can ever completely remove from the hiring process. However, there are many ways you can look to heavily reduce the opportunity for human bias to enter recruitment processes. This has been made more possible with the advent of AI technologies in HR. As a hiring manager, your ultimate goals are …
As a hiring manager or recruiter, there’s always a lot to consider when preparing for an interview. The one thing you must be sure about in today’s digital-focused environment is the technology you use to conduct your virtual interviews. That is why so many choose to use the powerful, trusted and familiar service of Microsoft …
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An Applicant Tracking System (ATS) is a game-changer for hiring managers as they seek more efficient and effective ways to select the best candidates, one of the most time-consuming challenges for any employer. According to Forbes, 90% of large employers now use applicant-tracking systems to sort and manage candidate applications. A whopping 99% of Fortune …
Applicant Tracking System: 5 Things Employers and Candidates Should Know Read More »
As a hiring manager, you want to find and onboard the best talent for the role. But you also want to ensure that the recruitment process is seamless for both your team and the candidates. That’s where talent acquisition tools come in. When it comes to hiring new talent, there are a lot of different …
4 Key Talent Acquisition Tools for Hiring the Best Candidates Read More »
Masking is not only an essential way to protect you in a pandemic, it’s also the future of blind hiring and a way to drive truly equitable hiring outcomes. Video and voice masking is a powerful way to remove human bias through digital interviews, helping employers to hire objectively, be more inclusive and increase diversity in the workforce.
To make the hiring process fair and inclusive for all, it’s time to go beyond CVs and professional profiles. The ideal candidate should be given the opportunity to demonstrate the critical skills required by the role.
There are many extremely powerful advantages that can be realised through AI solutions for virtual interviewing and screening. Read this article to find out more!
Finding the best talent is critical to the success of any organisation, but as most recruiters and hiring managers will know; it is often a challenging, time-consuming and an expensive affair. AI recruitment solutions can now be leveraged to strategically expand an organisation’s candidate pipeline, and greatly increase the efficiency and effectiveness of talent acquisition through automation of recruitment processes. Find out how.
Recruiters around the world already know the power of passive candidates. This heavily desirable talent pool often comes with tried and tested experience, little to no competition in recruitment, and sometimes a highly specialised skillset that is much harder to find in active jobseekers. But how to attract passive candidates?
As a recruiter, your ultimate goal is to find a candidate with the best possible skills for a role, but how do you know if your own implicit biases are standing in the way of finding that person?
In 2017, Harvard Business Review asserted that more than 80% of the neurodiverse population is unemployed. This represents a hugely under-utilised talent pool with a breadth of highly specialised skills. The question is, how can businesses empower persons with ASD to join the workforce?