The post pandemic job market has left employers and job applicants in uncharted territory with both job hunting and recruiting procedures changing substantially. Both sides have identified frustrations with the process. A U.S. employer survey conducted by Indeed found that more than 43% of employers have lamented the increase in time it takes to hire applicants with another 41% of employers saying it is only getting harder to find quality candidates to interview. On the other side, over 60% of job seekers have reported having negative experiences with potential employers.

Today’s Hiring Process Falls Short

The hiring process has long failed to keep up with the rapid shifts we’ve seen in the job market. Many recruitment sites, including Indeed, started by implementing a pay per click model with job applications. This template made no guarantees of companies acquiring quality candidates, despite the volume of clicks their listings garnered. Companies could spend a hefty penny before seeing results. Indeed’s new options are in direct response to this sizable concern.

If hiring speed is your company’s concern, Indeed designed their Pay Per Application (PPA) model to help secure complete and quality applications in a timely and efficient manner. Under this model, an application cost is determined at the time a job is listed. The price is based on market conditions for that specific job. If the job listing is unique to the area it is being posted to and there are many candidates seeking that type of employment, a job sponsor can expect a lower application cost. However, if there are multiple listings that match the same job description and only a few candidates seeking that type of career, job sponsors can expect a higher application cost to correlate with the demand.

Indeed Offers New Options To Meet Your Company’s Priorities

With PPA, several tools are implemented on the backend to ensure that only qualified applications are getting through, including deal breaker screening questions, which recruiters can set up to automatically reject submissions that do not meet a job’s mandatory criteria. To make sure there are no surprises when it comes to costs, job sponsors can choose to receive a specific amount of applications. Alternatively, they can choose to receive an undefined number of applications until a job is manually paused or closed by the job sponsor. Indeed will allow recruiters to reject an application that does not fill a job’s criteria for up to 72 hours before getting charged for receiving that submission.

Indeed will also offer a Pay Per Started Application (PPSA) option that is aimed to provide a job sponsor with started applications on an accelerated timeline. Job sponsors will be charged each time a job seeker clicks a button to initiate the application process. In this instance, instead of spacing a listing’s budget across a formulated timeline, dynamic price setting can lead to  getting budgets being spent faster or slower than before.

It’s Time To Adapt to Market Demands

According to a survey conducted by Indeed, more than 96% of employers desire a site that can help match them with quality candidates. With millions of companies still hiring, Indeed’s Pay for Results option provides employers resources to skillfully reach those applicants. The timing could not be better as shifting demographics in the U.S. threaten to further impede the job market. A shrinking labor force will only increase the need for competitive job recruitment tools.

Recruiting candidates can also be laborious, taking more than a month to fill a position in some cases. PPA and PPSA options were designed to save employers time and money with crafted tools built for bringing you more quality applications while making sure that qualified candidates see and find your company’s job listing. Today, the market is as competitive for organizations as it is for candidates. Unequipped companies risk losing talent if they are not utilizing algorithms to drive their listings to qualified candidates.

The post Indeed Launches New Pay for Results Option to Help U.S. Employers Navigate Changing Job Market appeared first on RecruitingDaily.

With the sudden jolt of the global pandemic to the launch of ChatGPT, it seems as if we’re in a more mature Industry 4.0 – with every trade impacted, including human resources.

But what is at the core of Industry 4.0?  Data.  Big Data. Quantitative data. Nominal data. Qualitative data. Discrete data. Continuous data.

Data is extraordinarily helpful in understanding where we are and what needs to be done to get to where we’re going.

However, not all data is clear even with all the Industry 4.0 tools we now have.  Some data is, well, fuzzy. So, how do recruiters and HR professionals plan with data when it’s fuzzy? After all, what are the numbers telling us if they’re not crystal clear?

What Is Fuzzy Data?

Fuzzy data is essentially “[i]mprecise data with uncertainties which indicates that the observed values cannot be considered as the true unique values.” In other words, the data you may be using does not include “precise numbers, or vectors, or categories.”

However, most “real” data is not precise – or fuzzy.

Let’s look at HR and recruiters specifically.  According to a recent study, when examining Big Data, professionals gather insights around a “wide range of tasks solved by the personnel, both organizational, economic and technological.” However, with such large amounts of data – often surrounding people and their tasks and characteristics – we can’t always determine “true and false.” So instead, we look at multiple possible truths (or in other words, degrees of truth for each interaction, resulting in various possible (and reasonable) conclusions.)

How Can We Plan with Fuzzy Data?

Industry 4.0 has directly impacted HR – with some now calling this impact HR 4.0 – allowing the industry to become more automated and focused on high-level strategic strategies as opposed to manual, repetitive activities.

Through the Internet of Things, artificial intelligence, Big Data, technology stacks, and data analytics, recruiters and HR professionals can now build “more efficient and lean teams,” through attracting, retaining, and mobilizing top talent in this continually evolving industrial revolution.

However, not everyone understands how to pull insights from fuzzy data.  For example, if a manager asks specifically about productivity – but the number of successful key performance indicators (KPIs) don’t match up, then the data may not make sense.

That doesn’t mean the data is bad. It just may be fuzzy.  Someone who understands how to read HR data can specifically pull valuable insights from that data as opposed to someone who is only skilled in reading data while making true or false conclusions.

Here are some best practices to keep in mind when analyzing often fuzzy HR data:

• Data often has to be read in “real time,” as the needs of HR change on a seemingly daily basis. So, knowing when to read this data is critical to garner insights that aren’t stale.
• HR is often behind other departments in having the best (and the right) data analytical tools. Leaders need to reprioritize HR when analyzing Big Data, ensuring that organizational budgets align with needs and strategies.
• Leaders must also prioritize reskilling and upskilling recruiters and HR teams, allowing them to garner the necessary skills for a strategic and insightful analysis of fuzzy data.

It’s time for HR to embrace fuzzy data with the right tools and support.  After all, what benefits HR benefits the organization as a whole – and it’s time to recognize that.

The post How to Plan With Fuzzy Data appeared first on RecruitingDaily.

Welcome to the Use Case Podcast! Today we have Chris Havrilla, the Vice President of Product Strategy and Talent at Oracle. We’ll be talking about the use case or business case for why their customers use Oracle.

The episode talks about Oracle Grow, a product that focuses on enhancing the worker experience by providing personalized guidance and growth opportunities. The software integrates various Oracle products, such as learning, careers, and talent, to create a comprehensive view of an employee’s role and skills.

Oracle Grow has a diverse use case, as it can be used by organizations of any size and industry to improve workforce productivity and engagement. The software offers insights into an employee’s current and future career paths, enabling them to develop new skills and master their existing role.

Oracle Grow helps workers take control of their growth opportunities and provide clear guidance that was previously unavailable. With Oracle Grow, organizations can create a more motivated and engaged workforce, which ultimately leads to better business outcomes.

Give the show a listen and please let me know what you think!

Thanks, William

Listening Time: 28 minutes

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In this preview episode, William Tincup is joined by Donald Knight, Chief People Officer of Greenhouse Software, to discuss what to expect from the coming series.

They see the conversation on DEI has shifted towards allyship and championing all people, as the root word of allyship is “all.” Donald emphasizes the need to engage in these conversations all the time and for all people.

This series is a must-listen for anyone interested in DEI. If you want to learn how to create meaningful change in your workplace, then check out the series. Join us for lessons learned, progress and pitfalls, and candid conversations about growth and transformation.

We have the full list of episodes right here for you.

Enjoy the podcast?

Thanks for tuning in to this special episode of Greenhouse: DEI in Action . Of course, comments are always welcome. Interested in what Greenhouse has to offer? Check out their website

The post Greenhouse: DEI in Action Podcast Miniseries appeared first on RecruitingDaily.

Of course the process of finding the right contractors and collaborating with them can be difficult to navigate, so let’s discuss the core principles involved, and the obstacles to be aware of as well.

Why Hiring Independent Contractors Makes Sense for Your Workforce Needs

Hiring independent contractors (ICs) is a great way to access skilled workers quickly and cost-effectively. ICs provide the flexibility of short-term or project-based work, allowing you to meet your workforce needs with greater agility than traditional employees.

Moreover, with an IC you may not have to worry about hiring costs such as training or benefits, as you can just pay for what’s needed on demand. Plus, bringing in specialized skills from outside sources can open up new opportunities within your organization that would otherwise be unattainable.

In today’s competitive landscape, having highly experienced professionals on tap makes all the difference when it comes to delivering results fast and efficiently.

What Types of Jobs Can Be Handled By Independent Contractors?

Independent contractors can provide a variety of services, ranging from IT programming and web development to writing, graphic design, marketing strategy consulting, and more.

Not only are ICs an ideal solution for short-term projects or dealing with deficits in your team’s skill set, but they can also be hired on a recurring basis for ongoing work that requires specialized expertise. From virtual assistants and copywriters to financial analysts and software engineers, the possibilities are endless when it comes to finding the perfect fit for your organization’s needs.

How to Find and Recruit Qualified Candidates for the Job

Finding qualified independent contractors can be a challenge, but there are a few strategies you can use to find the best candidates.

Start by asking your current team members if they know anyone who might be interested in working as an IC. Word of mouth referrals are often key when it comes to finding top talent.

You could also post on freelance job boards, or create targeted ads on social media platforms such as LinkedIn. Additionally, networking events and industry associations may be great places to meet potential candidates face-to-face.

Once you’ve identified some promising prospects, make sure to thoroughly vet them. Conducting interviews and reference checks is essential before bringing any new ICs onboard.

Best Practices for Onboarding a New Independent Contractor

Speaking of onboarding, it’s important to consider this carefully in order to forge successful relationships with independent contractors from the get-go.

Make sure that you have all the necessary paperwork in place, and provide your ICs with clear instructions on what’s expected of them. Communicate regularly and set expectations upfront, such as deadlines or any special skills they need to complete the job successfully.

Furthermore, you should establish trust by providing feedback throughout their contract period. This will help ensure that everyone remains on the same page while working together.

Finally, make sure you’re paying your ICs fairly and promptly so that they remain motivated to do great work for you. Given that the standard late fee for an overdue invoice is typically 1-1.5% monthly, you have a responsibility to take this into account and do your best to stick to your side of the bargain to keep them happy.

Crafting an Agile Working Agreement with Your ICs

When it comes to working with independent contractors, having a clear and mutually agreed-upon agreement is essential. Make sure that the document clearly outlines all expectations, as this will help ensure everyone understands their roles and responsibilities.

Also, consider setting up milestones or deadlines so you can track progress in real time. Be sure to include provisions for payment terms, as mentioned, and also cover dispute resolution procedures and termination clauses if needed, as well as data security measures if applicable.

Tips on Managing Performance & Output from Remote Workers

Managing performance and output from remote workers can be a headache, especially if they are not permanent team members. Thankfully there are strategies you can use to ensure successful outcomes.

First and foremost, ICs need an unambiguous understanding of what role they are to play in a given project. Without this, they could be unable to bring their full expertise to bear on the goals you are working towards.

As discussed, you also need to be liberal with feedback from start to finish so they always know how their work is progressing and are also on point when it comes to deadlines or deliverables.

Lastly, consider utilizing collaboration tools such as online project management systems, which will enable real-time communication between all stakeholders involved in the project. The less manual intervention that’s required to keep up the momentum, the better the eventual outcome.

The Benefits and Challenges of Building an All-IC Team

Building an all-independent contractor team can have its advantages, such as greater flexibility and cost savings compared to traditional employees. What’s more, you’ll be able to access top talent quickly without having to invest in long onboarding processes or extensive training sessions.

However, it’s also important that you consider the potential challenges, such as managing remote workers from different locations and a lack of team bonding due to the physical distance between members.

To ensure success when building an IC team, be proactive in providing them with the tools and feedback they need to thrive, and of course, listen to any issues or concerns that they raise rather than brushing them under the carpet.

Final Thoughts

Cajoling contractors into coming onboard for particular projects you want to complete without hiring full-time team members is a duty that recruiters are often faced with, and one which takes time and experience to master.

That said, if you know where to find the right talent, and you are comprehensive and conscientious about how you bring them into the fold, then the benefits will be obvious, and the potential pitfalls will get filled in.

The post The Ins and Outs of Working with Independent Contractors appeared first on RecruitingDaily.

As recruiters, being more vigilant when conducting background checks on potential hires is imperative. Background checks can be challenging but critical in the hiring process. If done correctly, they can benefit the company due to the following reasons:

Benefits of Conducting Background Checks

●       It strengthens security and safety

Employees with a history of severe criminal offenses significantly threaten a company’s safety, security, and integrity. Running thorough background checks can prevent bad hires from creating a hostile workplace and protect your business, employees, and clients.

●       It lowers the employee turnover rates

Hiring employees who aren’t suitable for the job can lead to wasted resources anSad energy. By running background checks, you can eliminate unsuitable candidates and concentrate on hiring the ideal candidate for the job, resulting in lower turnover rates.

●       It improves the quality of hired employees

Studies show that they exaggerate the credentials on their resumes, with some even lying or omitting information altogether. By conducting background checks, you can filter out candidates who provide fraudulent information and focus on those who present themselves with integrity. It leads to better hires, boosting your company’s operations and overall performance.

Importance of Conducting Background Checks

A background check is like a deep dive into an applicant’s history. It covers their criminal, employment, financial, and commercial records and can help you make smarter hiring choices.

Before making a job offer, background checks can identify red flags early on and avoid potential issues, such as increased turnover rates or legal disputes. Delaying background checks until after hiring is risky and can lead to hiring unsuitable candidates. Some organizations outsource background checks to professional screening companies specializing in this area.

How to Conduct Background Checks

Running background checks is crucial in hiring the best candidates for your company. However, applying best practices to prevent possible lawsuits and complaints is equally important. Here are some tips to help you:

1.      Partner With a Reputable Background Screening Company

When performing background checks on potential hires, following legal procedures and guidelines is essential to avoid lawsuits and complaints.

It’s vital to choose a screening company that you can trust to do a thorough and reliable job. Look for a company accredited by the Professional Background Screening Association (PBSA),  as this will give you peace of mind that they adhere to high standards of excellence. These organizations went through a rigorous yearlong auditing process to ensure they’re adept in the following areas:

• Legal and Compliance
• Information security
• Verification services
• Researcher and data standards
• Business practices
• Verification services

2.      Validate Social Security Information and Address History

A legitimate social security number must match the name, address history, and birthdate on record. By conducting this inquiry, you can reveal any other aliases or unknown locations where an applicant may have resided. This process can help you discover criminal records under the applicant’s other names or addresses.

Investigating an applicant’s past residences can expose jurisdictions where you must dig deeper. It’ll allow you to discover undisclosed former jobs, violations, or civil cases that may affect their suitability. While this information may not necessarily mean the person is unhirable, verifying social security information can help you make an informed hiring decision and ensure peace of mind.

3.       Check for Criminal History

Recruiters are responsible for ensuring the safety of their employees and customers, and part of that responsibility involves checking an applicant’s criminal record. Negligent hiring can result in serious legal consequences for companies. By failing to investigate criminal records, the organization can be held liable for any harm an employee causes to their coworkers or company property.

Aside from the legal implications, running a criminal background check can also help ensure your employees’ safety. It can reveal an applicant’s violent tendencies or unsuitability for the work environment and job description.

However, it’s important to understand the current practices and guidelines created by the Equal Employment Opportunity Commission (EEOC) before undertaking a criminal background check. Violating these guidelines can result in legal issues, such as asking for criminal history on an application form.

Hiring a reputable background check organization is best to ensure compliance with EEOC guidelines and avoid lawsuits. It can spare you the hassle and possible legal consequences of doing a criminal background check on your own.

4.      Conduct a Sex Offender and Us Terror Watch List Screening

During the background check process, recruiters should note that searching the US terror watch list for security, technology, or public sector roles is crucial. This list identifies individuals who are members of terrorist organizations, drug traffickers, and those under international watchlists.

In addition, it’s essential to include a sex offender registry investigation, particularly for positions of trust such as teachers, medical personnel, and childcare staff. This thorough check ensures that you’re hiring individuals with clean records and reduces the risk of potential legal and reputational liabilities for your organization.

5.      Ensure FCRA Compliance

Recruiters should know that a comprehensive background check must include checking applicants’ credit information. It can help mitigate the risk of fraud or theft in the workplace. However, it’s necessary to follow the FCRA guidelines to avoid any legal issues.

Moreover, knowing the state and regional laws concerning credit history checking is important. Colorado and California are some states that prohibit companies from using credit information in their hiring process. As a hiring manager, familiarize yourself with the laws in your area to avoid any violations.

Consider the Background Check Essentials

As a recruiter, it’s crucial to prioritize the safety and integrity of your company and employees. Conducting background checks on applicants can help you verify their qualifications and avoid potential risks, especially in the era of remote work.

To streamline the process, limit the background check to only what is necessary for the job. For example, checking an applicant’s credit history may not be needed for certain roles.

Compliance with national, state, and county laws is vital in completing background checks to avoid lawsuits. Consider working with an accredited background check provider for informed hiring decisions that align with your company’s values and needs.

The post Hiring Process: Tips for Recruiters on Conducting Background Checks appeared first on RecruitingDaily.

Melissa Fischer, CEO of NurseRegistry, was a guest on the Recruiting Daily Podcast to discuss best practices for nursing retention and keeping them happy.

Nurse Registry is based in the San Francisco Bay Area and focuses on finding opportunities for nurses within California. Fischer emphasized that there are many opportunities available for nurses beyond working in hospitals or glamorous roles such as ER or labor and delivery nurses. She believes it’s important to get these opportunities in front of nurses so they can find their perfect fit.

Before discussing happiness in the workplace, Fischer and William Tincup talked about the demand for nurses. Pre-COVID, Tincup believed there weren’t enough nurses to fill open positions, let alone future positions. While this may not be entirely true, the demand for nurses is still high.

Fischer stated that Nurse Registry has seen an increase in demand for home health and private duty nursing due to the pandemic. She believes the key to meeting the demand for nurses is to promote nursing as a career choice and create more opportunities for nurses to advance their careers. This article targets the phrase “nursing retention” to highlight the importance of keeping nurses happy to retain them in the field.

Listening Time: 28 minutes

Enjoy the podcast?

Thanks for tuning in to this episode of The RecruitingDaily Podcast with William Tincup. Of course, comments are always welcome. Be sure to subscribe through your favorite platform.

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The post Nursing Retention and Happiness With Melissa Fischer of NurseRegistry appeared first on RecruitingDaily.

Welcome to the Use Case Podcast! Today we have Brian Keenan from Odyssey, and we’ll be talking about the use case of Odyssey and why their customers stay with them. Odyssey is a software company that enables connections between employees and underrepresented candidates for partner companies.

Keenan explains that his company started as a mentoring platform, where professionals would offer 30-minute virtual slots to candidates for career journey advice or mock interviews. However, they later pivoted to building software that would allow companies to have direct connections with their employees and external candidates. This enabled companies to facilitate coffee chats, one-to-ones, and other structures to connect with candidates and create more equitable access to opportunities.

The podcast also touches on the difference between underrepresented and marginalized and how these terms are often used interchangeably. Keenan suggests looking at the core issue of some people having access to opportunities while others do not. He emphasizes that it is essential to understand the various factors that contribute to this problem, such as social and economic disparities, and work towards creating a more equitable system.

Keenan believes that technology can play a significant role in facilitating these connections and creating a more inclusive workplace.

Give the show a listen and please let me know what you think.

Thanks, William

Show length: 25 minutes

Enjoy the podcast?

Be sure to check out all our episodes and subscribe through your favorite platform. Of course, comments are always welcome. Thanks for tuning in to this episode of the Use Case Podcast!

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The post Storytelling About Odyssey With Brian Keenan appeared first on RecruitingDaily.

With evolving market dynamics, logistics companies need to stay ahead of the curve when it comes to hiring and retaining great-fit talent. In this article, we discuss how HR leaders in logistics can optimize recruitment for better hiring outcomes.

Overcoming the Talent Challenges in Logistics Industry

Here are some trends to keep in mind for companies looking to hire new talent:

1. Technology and Automation or Employee Skill Development: What’s the Answer?

Consumer demand is increasing and, according to a survey by Accenture, it is one of the most significant causes for transformation. As a result, companies are turning to technology and automation tools to meet evolving customer expectations. Moreover, data analytics and artificial intelligence (AI) are revolutionizing logistics by minimizing errors, using predictive maintenance, assisting inventory management with real-time feedback, and forecasting demand and potential bottlenecks. However, increasing investment in AI-powered and automated solutions begs an obvious question – how does it impact human jobs?

While training and implementing digital models seem easier, human labor remains integral to supply chains. This means that for companies to attract and retain talented employees, it is vital to pay attention to how the physical and digital worlds collaborate to create a more valuable workforce. It is time to invest in tech and humans, equally.

With such advancements in technology and automation, you need employees who are comfortable using digital tools and software like transportation management systems and data analytics. This is where upskilling and skill development come in. Although there is a need for digitally-skilled employees, only 45% of companies invest in effective skill development programs, and it’s a deal breaker for new talent! Forty-four percent of employees would stay in their current company, but only on the condition of reskilling and development. To set yourself apart from the competition, focus on creating upskilling programs, career growth opportunities, and apprenticeships and internships to sustain critical employees and experts. Such options will also help you gain new talent.

2. Leveraging Flexibility and Remote Work Options

Given the changing business landscape, flexible and remote work options have become ordinary – and most employees prefer it! More control over one’s schedule makes for a supportive work environment which encourages better work-life balance. This can mean a few different things based on your needs.

First, businesses have adopted contingent and temporary workers in response to changing market conditions. It presents a win-win situation for both – companies can scale up efficiently when required, while employees enjoy the benefits of higher flexibility. Next, introducing (or continuing) remote work options for certain employees will help retain them longer. Many functions like quality control measures and technical support can be performed remotely. Encouraging and creating a collaborative environment for remote workers will enhance efficiency, morale, and productivity. It also allows you to curate a positive company culture that values teamwork, collaboration, and open communication and fosters a positive and supportive work environment – which is crucial to attracting and retaining new talent.

Lastly, when talking about attracting new talent, a robust application and hiring process is a must. But don’t make it long, confusing, and tedious – candidates will drop out. Leverage recruitment solutions to streamline the application and make it more flexible for the candidates. For instance, invest in digital platforms that centralize the application, provide 24/7 support to candidates, and allow you to communicate on the go. This will also enhance the overall candidate experience and impact your conversion rates and return on investment. Including these best practices in your hiring will allow you to attract and retain top talent.

3. Expand Your Talent Pool with Data-driven Sourcing

Another great way to optimize your tech stack is to back the hiring process with a data-driven approach. In a tight and competitive labor market, hiring managers, talent acquisition (TA), and HR leaders are hard-pressed to find quality candidates. Often, sourcing challenges also arise from using outdated channels instead of updating and expanding your options.

Data analytics and workforce management solutions do an excellent job of providing you with the right type of data to enhance your candidate search. Apart from that, data also provides insight into your hiring needs by identifying open priority roles, hiring costs, and future needs of the business to consider while making hiring decisions.

Equipped with this data, you can opt for sourcing solutions like programmatic advertising to optimize ad spending and target the great-fit candidates. Programmatic solutions automatically select and allocate funds among the best job boards and display your ads to desired candidates. Read more about how programmatic solutions can help with candidate sourcing: Thrive Amid Volatility with Data-Driven Talent Sourcing

In addition, you can also use social media platforms to reach and recruit new candidates. Millennial and Gen-Z workers frequent companies’ social media accounts; using them correctly, you can reach and attract them. A variety of content, like images, audio, and video, enables you to connect and engage with a broader audience. If you still need more reasons to include social media in your recruitment strategy, read 8 Reasons Why Social Media Is the Best Platform for Recruiting

Conclusion

Logistics, supply chain, and transportation industries have struggled with labor shortages in the last few years. The pandemic, global economic challenges, and disruptions have only exacerbated these issues and are likely to continue well into this year.

Companies that prioritize employee skill development and growth while investing in helpful tech and automation (combined with flexibility and remote work options) will be well-positioned to attract and retain top talent in the logistics industry. Furthermore, businesses must look into their hiring process and make it easier, quicker, and more streamlined. Lastly, most companies often fall back due to their outdated sourcing approaches.

To learn more about how you can use Joveo’s award-winning programmatic platform to find great-fit talent, see us in action!.

The post Top Logistics Talent Challenges in 2023 – And How to Overcome Them appeared first on RecruitingDaily.

In this episode of the Use Case podcast, William Tincup interviews Mark Simpson, CEO of Pillar, about interviewer best practices.

Pillar is an interview intelligence platform that provides data on best practices for interviews. Simpson discusses how Pillar helps companies improve their hiring process and build better teams by evaluating and selecting the right people for the job. The conversation also touches on the importance of standardization and technology in the hiring process to reduce bias and promote fairness.

The discussion highlights the need for interviewer best practices to combat biases during the hiring process. Simpson emphasizes the importance of using technology to standardize the interview process and make it more objective. He notes that standardization can help reduce biases and improve the quality of hires, as well as reduce first six-month attrition rates.

The conversation provides valuable insights into how companies can leverage technology to create a fair and efficient hiring process. Overall, the podcast offers useful tips and strategies for companies looking to improve their hiring process and build better teams.

Listening Time: 28 minutes

Enjoy the podcast?

Thanks for tuning in to this episode of The RecruitingDaily Podcast with William Tincup. Of course, comments are always welcome. Be sure to subscribe through your favorite platform.

Listen & Subscribe on your favorite platform
Apple | Spotify | Google | Amazon

The post Interviewer Best Practices With Mark Simpson of Pillar appeared first on RecruitingDaily.

Interviewing is still a primarily analog process, which makes hiring more subjective than it could or should be. In fact, HR teams report that 85% to 97% of hiring is based on gut instinct. That’s right, one of the most important and impactful processes in HR is still based primarily on instinct rather than data.

It’s no wonder that turnover rates are high and 60% of candidates report a poor interview experience. Turnover can be due to many factors but is often related to expectation setting and proper transparency during the interview itself. In a tight labor market like we’re facing today, startups and HR teams face massive challenges in filling open positions and can no longer afford to be hindered by ineffective analog interview processes. Gut instinct must be fact-checked with data.

Fact-checking Gut Instinct With Data

Gut instinct may always remain a reality of hiring, but what if we could augment instinct with objective data? Conversational analytics solutions now provide a way to automatically gather, synthesize, and present summarized, objective candidate data that helps recruiters and hiring managers compare their instinct with objective findings from the interview. Also referred to as conversational intelligence or conversational AI, these solutions extract data and insights from human-to-machine or human-to-human conversations.

A common use case for conversational analytics in human-to-machine interactions is leveraging chatbots to field customer service issues. The chatbot collects data to determine what the problem is and whether the customer is satisfied with the answers provided. In the area of human-to-human interaction, we’ve seen conversational analytics applied to the sales domain. Solutions such as Gong and Chorus listen to calls to extract “sales intelligence” to analyze the quality of opportunities.

Finally, we’ve arrived at the era of conversational analytics applied to HR, where solutions like HireLogic listen to job interviews and extract “interview intelligence” for a comprehensive understanding of candidates and what was covered during the interview.

How Conversational Analytics Radically Changes Interviewing

Conversational analytics provides interview intelligence automatically after an interview is completed. Some solutions in the market claim to provide interview intelligence, but instead, provide “interview metrics” like talk time and talk ratio, and allow users to manually highlight snippets of the transcript for review.

True interview intelligence goes beyond metrics to provide time-saving insights that help with hiring decisions. It detects the skills, job functions, industries, and titles discussed, reports how much of the conversation covered those topics, and flags portions of the transcript to surface candidate characteristics such as leadership qualities, aspirations, likes, and dislikes. This succinct analysis helps hiring managers understand how thorough an interview was, whether the interviewer’s recommendation is reliable, and what type of follow-up questions might be required.

To reduce bias and ensure compliance, interview intelligence flags potentially inappropriate questions around age, gender, marital status, or other personal traits so that employees can be coached on how to be better interviewers. For example, asking a candidate how old their children are may seem innocuous but could lead to age-related discrimination. Oftentimes, people don’t even realize they’re doing it, so it’s helpful to have AI attempt to detect and identify opportunities to improve interview compliance.

Having been a founder, a board member, and a C-Suite leader at several companies, I know how important interviewing is to find the right team member. Even the most seasoned manager can find it challenging to simultaneously think of the right questions to ask, listen carefully to the response, and take good notes that can be used for objective hiring decisions, all while trying to build rapport and engage with the candidate. When you compound this challenge across multiple team members, candidates, and positions, it quickly becomes apparent that having objective data to make informed hiring decisions helps tremendously to fact-check instincts and unconscious bias. Having used conversational intelligence to help gather this data automatically during calls, I never want to do another interview again without it.

Imagine the Data From 30 Million+ Interviews per Month

At the start of 2023, there were approximately 11 million job openings in the U.S. If you assume conservatively that there are three interviews conducted per opening, that’s over 30 million interviews a month, or roughly 1 million interviews happening every day in the U.S. alone. This is a significant amount of time and resources that organizations are spending to conduct interviews for hiring, and it’s still a mostly subjective process prone to unconscious bias.

If all that data could be instantly gathered and applied to augment the interview and hiring process, organizations may save countless hours, reduce unconscious bias, and experience less turnover. But most exciting above all is the prospect of helping both hiring managers and job seekers finally find the right fit for a productive and beneficial relationship.

The post The Last Analog Process: Job Interviews appeared first on RecruitingDaily.

Samer Saab of Explorance

Welcome to the Use Case Podcast! today we have Samer Saab from  Explorance and we’ll be talking about the use case or business case for why his customers use Explorance.

Explorance is a company that provides people insight solutions to help organizations bring actionable insights driven by listening to their employees. The episode discusses the business case or use case for why Explorance’s prospects and customers use their services.

Their solutions help bring to surface understanding of employee needs, expectations, and competencies to support them throughout their journey. The two solutions offered by Explorance are called Blue and Metrics that Matter. They work in synergy to support learning, development, engagement, inclusion, and employee experience.

The podcast also touches on talent intelligence. However, TA is just is a churched-up way of saying people analytics or people insights. Saab emphasizes that companies need to start being part of the solution and not the problem by transforming data into actionable insights that lead to action recommendations.

Explorance primarily offers insight-to-action solutions by connecting the dots between what organizations already know about their employees’ behavior and what they are telling. Insights alone were enough in the past, but now organizations need to be more agile, and their teams need to be autonomous to act on the insights provided by Explorance.

Give the show a listen and please let me know what you think.

Thanks, William

Show length: 24 minutes

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The post Storytelling About Explorance With Samer Saab appeared first on RecruitingDaily.

Understanding the Role of Medical Billers

Before diving into the best practices for hiring billing professionals, it is essential to understand what the role entails. Medical billers are responsible for processing claims and ensuring that healthcare providers receive payment for their services. This requires a thorough understanding of medical terminology, billing codes, and insurance regulations. A skilled medical biller must be detail-oriented, highly organized, and possess excellent communication skills to work with patients, healthcare providers, and insurance companies.

Best Practices for Hiring Billing Professionals

When it comes to hiring billing professionals, there are several best practices to consider. Here are some tips to help you find and hire the right talent for your organization:

1. Define the Role

Before starting the recruitment process, it is essential to define the role of the medical biller. This includes the job responsibilities, required skills, and experience level. This will help attract the right candidates and streamline the recruitment process.

2. Look for Relevant Experience

Medical billing requires specialized knowledge and experience. Look for candidates with a background in billing, coding, or healthcare administration. Candidates with experience working in a medical office or healthcare setting will be familiar with medical terminology, billing codes, and insurance regulations.

3. Evaluate Technical Skills

In addition to relevant experience, it is essential to evaluate technical skills. Medical billing software and technology are constantly evolving, so it is crucial to hire someone who is familiar with the latest tools and techniques. Look for candidates with experience using electronic health record (EHR) systems, medical billing software, and other related technology.

4. Assess Soft Skills

Assessing soft skills is crucial when hiring medical billing professionals. In addition to technical skills, medical billers must have excellent communication, problem-solving, and customer service skills to interact effectively with patients, healthcare providers, and insurance companies. One way to evaluate a candidate’s soft skills is by conducting behavioral interviews that focus on past experiences and actions in challenging situations. You can also administer personality assessments or work simulations to gauge their abilities to work collaboratively, handle stress, and manage their time effectively. By assessing soft skills, you can ensure that you’re hiring candidates who are not only proficient in medical billing but also possess the interpersonal skills needed to excel in the role.

Conduct Behavioral Interviews

To assess a candidate’s soft skills, consider conducting behavioral interviews. These types of interviews focus on the candidate’s past behavior in certain situations. For example, you might ask the candidate to describe a time when they had to handle a difficult patient or insurance company. This can help you evaluate how they would handle similar situations in the future.

Utilize Referrals and Networking

Don’t underestimate the power of referrals and networking when it comes to hiring medical billers. Reach out to your professional network or industry associations for recommendations. Additionally, consider offering a referral bonus to current employees for successful hires.

Provide Competitive Compensation and Benefits

Medical billing professionals are in high demand, and they know it. To attract and retain top talent, you must offer competitive compensation and benefits. Conduct market research to determine the appropriate salary range for the role and consider offering benefits such as health insurance, retirement plans, and paid time off.

Offer Training and Development Opportunities

Medical billing is a complex and ever-changing field. To keep your employees up-to-date with the latest technologies and regulations, offer training and development opportunities. This can include online courses, industry certifications, or attendance at conferences and seminars.

Conclusion

Hiring skilled medical billing professionals can be challenging, but by following these best practices, you can streamline the recruitment process and find the right talent for your organization. Remember to define the role, look for relevant experience, evaluate technical and soft skills, conduct behavioral interviews, utilize referrals and networking, provide competitive compensation and benefits, and offer training and development opportunities. Additionally, outsourcing medical billing services can be a smart move for organizations looking to optimize their billing operations and achieve greater efficiency. By partnering with specialized professionals who have expertise in medical billing processes, regulations, and requirements, organizations can benefit from faster reimbursement, reduced billing errors, and improved accuracy. By incorporating outsourcing as part of your talent acquisition strategy, you can build a strong team of medical billing professionals and position your organization for success in the competitive healthcare industry.

The post The Intersection of Talent Acquisition and Medical Billing appeared first on RecruitingDaily.

In this episode of the Recruiting Daily Podcast, Ivori Johnson, who leads diversity, equity, inclusion, and belonging at ChartHop. She discusses how performance reviews can help combat workplace bias.

Johnson explains that biases can lead managers to favor certain employees over others, which can ultimately affect their performance evaluations. She suggests creating a process to eliminate biases as much as possible and introducing mechanisms to make managers aware of their workplace biases and be more objective in their evaluations. The conversation also touches on the importance of standardized interviews in reducing bias during the recruitment process.

Workplace bias is a prevalent issue that can affect employee performance evaluations. In this podcast, Ivory Johnson shares insights on how performance reviews can be used to combat workplace bias. She suggests creating a process that eliminates biases as much as possible and introducing mechanisms to make managers aware of their biases and be more objective in their evaluations. Additionally, the conversation highlights the importance of standardized interviews in reducing bias during the recruitment process. By taking people through similar interview processes and asking similar questions, companies can reduce bias and promote fairness.

Listening Time: 33 minutes

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Thanks for tuning in to this episode of The RecruitingDaily Podcast with William Tincup. Of course, comments are always welcome. Be sure to subscribe through your favorite platform.

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The post Combating Workplace Bias With Performance Reviews With Ivori Johnson of ChartHop appeared first on RecruitingDaily.

Failing to implement appropriate workplace safety measures and security procedures can lead to injuries among employees. This can also result in decreased morale, a negative atmosphere, and challenges in attracting and retaining new staff members.

It is essential to foster a sense of safety and inclusion during the recruitment and hiring process to entice potential employees to join your organization. Neglecting their safety is far from welcoming and could signal that their welfare is not a priority for you.

Here are some potential consequences to consider in relation to workplace safety.

Impacts On Hiring, Recruitment, and Staff Retention Regarding Safety

Safety is important for your current workers, but also for prospect employees. When new applicants see that you care about their safety they are more likely to be interested in working for your company.

Proper Safety Practices Will Encourage People To Apply

Implementing safety practices encourages people to apply to companies, as it reflects the organization’s commitment to employee well-being and a secure work environment.

By emphasizing safety, a company showcases its dedication to safeguarding its workforce from potential hazards.

Employing safety guidelines and procedures helps maintain smooth business operations. Straightforward measures, such as providing machine manuals, offering clear instructions, using floor markers, reminding employees about safety gear, and keeping protocols up-to-date, contribute to a safer and more efficient workplace.

Potential applicants are more likely to be drawn to a company that demonstrates concern for their safety. In the absence of such measures, candidates may be deterred from applying, fearing the risk of harm to themselves within the work setting.

Fewer Injuries Show the Trustworthiness of the Business

Regular occurrences of injuries are undoubtedly detrimental to any business. Regrettably, accidents can still occur despite addressing all safety concerns, as they are sometimes unavoidable. In 2021, US workplaces experienced 2,607,900 non-fatal injuries and 5,190 fatalities.

However, these accidents imply that some businesses lack safety protocols and don’t provide proper training for employees.

In addition to dealing with unhappy and injured employees, potential safety breaches may prompt the Occupational Safety and Health Administration (OSHA) to inspect your workplace. If violations are discovered, the company may face fines of $15,625 per infraction and suffer damage to its reputation.

The objective should be to achieve zero injuries. A decrease in incidents demonstrates to potential employees that the workplace is secure, fostering trust in the organization. Moreover, when injury rates are minimal or ideally nonexistent, employees will feel confident in the company’s ability to ensure their safety throughout the workday.

Safety Measures Lead To Higher Morale and Engagement

Implementing safety precautions contributes to maintaining a positive atmosphere for both management and employees. A sense of security fosters a more relaxed and content environment, reducing stress related to potential uncertainties.

Alongside improved morale, heightened employee engagement and productivity are likely to result from reduced concerns about potential injuries. Employees can concentrate on their tasks and perform confidently, knowing they are following proper procedures. Prospective applicants will be attracted to a dynamic and efficient work environment.

When employees feel safe and happy in the workplace, you can expect the business to do well. Job satisfaction is vital in every sized business, otherwise, you’ll have people quitting left and right, leaving the company scrambling to find new employees.

Prioritizing Safety Can Create an Inviting Work Environment

Approximately 68% of employees worldwide feel insecure in their work settings. Implementing safety guidelines and protocols, however, can help enhance this statistic. By taking these steps, companies demonstrate that they view employees as more than just workers and genuinely care about their well-being.

When employees feel unsafe, the work atmosphere can become tense and confrontational. This often results in a lack of trust between management and employees, potentially leading to the following consequences:

• Pent-up anger and passive aggressiveness
• Stress and anxiety
• Fighting
• General unhappiness

When adequate safety measures are in place, the workplace atmosphere generally becomes more amicable. Employees perceive that their supervisors value their well-being, fostering a harmonious environment. As hostility dissipates, opportunities arise for cultivating deeper and more supportive work relationships.

A positive and content atmosphere is far more appealing to prospective applicants than one rife with tension and dissatisfied employees. Observing people who genuinely enjoy their work experience is likely to pique their interest.

Providing Safety Training and Technology Will Encourage People To Apply and Keep Current Employees

If your organization lacks adequate safety protocols and employees appear discontent, you can reverse this situation by introducing safety training and technology.

Safety training may seem bothersome to some, but it ensures everyone has a consistent understanding and awareness of safety practices. This is vital for minimizing the risk of injury to oneself and others while carrying out job tasks.

With proper safety training, employees and prospective hires will feel equipped for their roles. Experiencing a sense of insecurity and unpreparedness can negatively impact job performance and overall business success.

Safety technology, such as alarms, machine sensors, and other devices, also contributes to a secure environment. These tools serve as additional safeguards should any aspect of a safety protocol be overlooked.

Implementing these measures will enhance the sense of security among current employees, encouraging retention, and make new applicants feel more confident during the hiring process and subsequent employment.

Concluding Thoughts

In conclusion, the importance of workplace safety and security procedures cannot be overstated.

Establishing and maintaining a safe environment is crucial for business success, employee well-being, and overall job satisfaction. Implementing appropriate safety measures, providing training, and leveraging technology can help to foster a positive atmosphere that attracts and retains top talent.

By prioritizing safety, organizations can create an inviting work environment where employees feel secure, valued, and empowered to contribute their best efforts.

Investing in workplace safety not only prevents injuries and costly legal consequences but also paves the way for a more productive, efficient, and harmonious work environment that ultimately leads to greater success for the entire organization.

The post How Workplace Safety Impacts Hiring and Recruitment appeared first on RecruitingDaily.