Where does AI belong in recruiting?

Where does AI belong in recruiting?

Previously on the blog we’ve talked about whether we are all doomed to be replaced by robots and how the prevalence of automation may impact jobs and the recruiting industry.

 

As these technologies continue to be developed, experts are still debating what the full impact that automation and artificial intelligence will be on jobs and economies around the world. Without a crystal ball in hand, we can at least begin to think about how AI may be used in recruiting.

 

One area ripe for artificial intelligence-powered automation is the more routine work and tasks that recruiters perform, which they are sometimes guilty of neglecting. Writing for HRtechnologist.com, Rhucha Kulkarni suggests AI could help improve the candidate experience:

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The Politics of Hiring

Some people don’t like talking about politics. (I do, but I also like pineapple on pizza, but I’m told that is also controversial.)

Right now it’s hard to avoid news headlines proclaiming all sorts of things about jobs, trade, and the economy. The new U.S. president has been the cause of much of it, and the recruiting and technology industries are particularly impacted by his recent executive order and how it affects immigrants, refugees, and foreign workers.

Last Monday I was heartened to see Betakit – a website dedicated to startups and technology in Canada – had published a page titled, An Open Letter From the Canadian Tech Community: Diversity is Our Strength.

The letter is signed by Canadians working in tech and illustrates some of the reasons why the president’s policy affects that industry:

Many Canadian tech entrepreneurs are immigrants, are the children of immigrants, employ and have been employed by immigrants.

As connected economies, decisions by the United States can directly impact every business north of the border. The recently signed Executive Order to block entry of citizens from seven countries has already impacted several in our community. As a community, we are all affected.

 

In a similar vein, Vanity Fair’s Maya Kosoff talks about how some Silicon Valley leaders are reacting:

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simply hired shutdown alternatives timeline analysis

The Simply Hired Shutdown: News and Next Steps

You’ve likely already heard the news that job aggregator Simply Hired is shutting down on June 26th. A letter was sent to their customers and publishing partners, informing them of the shutdown.

The Simply Hired shutdown will impact those whose job sites are hosted by Simply Hired, and anyone using Simply Hired’s job widgets, API, and data feeds. Simply Hired staff also “face an uncertain future”, and many assume they will be laid off. It has since been reported through “a trusted source” that Recruit (Indeed’s parent company) has acquired Simply Hired.

 

Simply Hired Shutdown Timeline and News Round-Up

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5 Ways to Strengthen your Candidate Recruitment – Guest Post

Careerleaf was originally founded from a belief that there was a better way to connect talent with employers through technology. Even with the progress we’ve made through the years, our journey is far from over; in fact, it will never end. Philosophically, we believe that our products (as well as our team) can always be improved upon.

 

So in the spirit of continuously bettering the recruitment process, Wayne Fleming, recruitment and HR consultant from Flexi Personnelis making a guest contribution to our blog this week on how to strengthen one’s candidate recruitment.

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Enhancing Recruitment Marketing with SEO

I can still recall, quite vividly, the days when my whole household had one cellphone, and it was carried by the family member who could justify the greatest need for it.

 

In 2007, I reluctantly purchased my first cellphone that I didn’t share with a family member. I was 22 at the time and being a late adopter was a point of pride – I wanted to see how long I could hold out before being swallowed by the mobile revolution. Tell that to my parents, and they’d laugh thinking about the technology they had when they were 22. Tell that to one of my cousins in high school, and well, they’d probably laugh as well – who waits till they’re 22 until getting their very own phone?

 

Fast forward to today, and I’m more likely to leave my house without my wallet than my cellphone – a sentiment that I believe is quite significant in terms of how the Internet and proliferation of mobile devices has truly changed our society.

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The Candidate of 2015: What We Know

It never hurts to get back to basics with candidates. What they want? How do they behave? And how do employers find and hire the best?

A number of companies have done large surveys of employers and job seekers to research and quantify the answers to those questions. Below I’ve collected some of the most important and interesting numbers from several notable surveys about hiring and job seeking in the year 2015.

 

The Mobile Candidate

  • 47% of job seekers search on mobile in bed, 38% while commuting, 30% on the job, and 18% in the bathroom1
  • 38% of candidates learn about opportunities on mobile devices, with a 90% increase from 2013 to 20142
  • 28% of candidates apply for positions through mobile devices, a 75% increase from 2013 to 20142
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5 Ways to Write Better Job Posts

We’ve broken down the basic components of a job post on this blog before, but there is always room for improvement. Here are five ways you can write better job posts, or help your customers do the same.

 

  1. Be Search-Friendly

This slideshare featured on Recruiting.com recommends avoiding overly creative job titles.  iMediaConnection has collected a list of hilariously (and unnecessarily) creative job titles here, that will give you an idea of what they mean. “Wizard of Light Bulb Moments” and “Chief Visionary Officer” might sound fun and quirky, but you’ll drastically reduce the discoverability of a job advertisement with that title. If you’re looking for an Inbound Marketing Strategist, don’t advertise for a “Growth Guru” if you’re hoping to cast a wide net. Candidates are unlikely to search using your fun and quirky terminology, and they won’t be using them in any email/job search alerts.

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Job Matching is Not a Magic Bullet

The most important thing about a job board is that it introduces candidates to employers, and vice versa. If that function is not working, then you do not have a job board.

The basics of how this process works usually goes something like this:

  1. Employer posts job opening
  2. Candidates discover the position
  3. Candidates apply for the position
  4. Employer reviews applications
  5. Employer contacts the candidates they’re interested in, followed by interviewing, hiring, etc.
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How to Make Recruitment Marketing Work for Your Job Board

“Recruitment Marketing” is another one of those phrases you’re probably hearing about more often lately. It’s the concept that in order to recruit and to hire, you need to market to candidates.

It’s the kind of idea that seems obvious in retrospect. I’ve already written about how job boards can help their customers create great candidate experiences by thinking about job seekers as customers, and recruitment marketing fits right in with that.

If the candidate is the customer, then the employer (or the job they are hiring for) is the product you’re selling to them. In order to sell it to them, you have to market to them. Marketing a job or an employer encompasses a variety of components, including:

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5 Strange Hiring Facts that Provide Great Lessons

There are some weird hiring facts and stories you hear about job searching and recruiting. Some of them may seem like something funny you might tweet and then forget about, but there’s a lot to be learned from those headlines that make you do a double-take.

 

1. Applying From the Toilet:

When Johnston Press spoke to over 2000 UK job seekers, they found that 6% of them admitted to applying for jobs while on the toilet.

Yep. And a total of 25% applied from other “unlikely locations”. Hmm.

You might find it funny, or gross, or a sign of What The World Today Is Coming To, but it goes to show that job seekers don’t limit their search to just their desktops. They’ll browse, search, and apply for jobs whenever they find them and wherever they happen to be, even if that’s sitting on the toilet.

If your job board, careers page, or ATS intake is not mobile-friendly, and doesn’t let candidates apply by mobile, you might miss out on them. That doesn’t mean you’re catering to the applying-from-the-toilet demographic, but to the growing numbers of candidates who take advantage of mobile Internet to make job searching more convenient.

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