Applicant tracking systems (ATS) are a great resource for everyone involved in the hiring process … except, maybe, the jobseekers themselves. Could you be passing over great talent because your “recruiting bots” overlooked something in a candidate’s résumé?
Category: Recruiting Technology
No surprise, technology has entered the field of recruiting, and recruiters are now bombarded with options for letting technology assist with their roles.
According to GlobalWebIndex, the average Internet user has more than 5 social media accounts. Popular sites like Facebook, LinkedIn, and Twitter offer recruiters a perfect platform to connect with top choice candidates—most of whom are never accessible on traditional sources like job boards.
In part one of this article, we noted that artificial intelligence (AI) is being used more and more throughout the recruiting process. We talked about some of the many examples of that and started to review some of the benefits. Today, let’s further the discussion by outlining some of the potential drawbacks.
Does your organization utilize artificial intelligence (AI) in the recruitment process? There are many ways to do so, from recruitment bots to the automation of many of the initial applicant screening steps and much more.
Companies who are desperate to attract and retain talent will try every strategy imaginable in order to stand out from their peers. If your company is struggling to recruit workers, take a page out of Esurance’s playbook and try incorporating custom recruiting technology into your processes.
One of the most common questions I hear from HR professionals is: What is conversational artificial intelligence (CAI), and how is it different from recruiting chatbots?
Recruiters spend a majority of their time sourcing talent. Wouldn’t it be nice if there was a magic button you could hit that would make talent suddenly appear? While there isn’t such a thing just yet, there are certain tools you can use to make your lives easier, starting today!
While many employers like to test their candidates’ skills before extending an offer, one method for recruiting may be falling flat. That is, using observable behavior to determine which role the candidate would be perfect for.
When it comes to technology in the hiring process, not only are you creating a memorable candidate experience, you’re also able to keep track of what is and isn’t working regarding hiring top talent. However, if you aren’t using recruiting software/technology to track the outcomes of your hiring process, you aren’t alone.
We’ve found that there are three common misconceptions people face when onboarding an artificial intelligence (AI) -powered tool. I’ve detailed those misconceptions below—along with how we help customers overcome them.