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.

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.

Create an Internal Talent Marketplace

An internal talent marketplace (platform or interface) allows employees to showcase their skills and interests, apply for open positions, and connect with hiring managers. It creates transparency and enables employees to take control of their career development.

It also gives managers and company leaders insight into the skills that their existing workforce has now or wants to learn in order to forecast and close future skills gaps by moving skilled employees into new roles.

Jessica Miller-Merrell
Founder and Chief Innovation Officer, Workology

Try Monthly Career Planning

Employees can often be terrified of raising career questions with their immediate boss—scared it could lead to reduced trust or worse…termination. To boost internal mobility, organizations have to actively encourage managers to set regular checkpoints with team members where long-term career planning is the focus (a monthly cadence is my personal recommendation).

Having done this twice recently, the common refrain I hear is, “Why would you allow your employees to move to alternate teams?” My response is simple: I’d always prefer talent to remain within our company, and if we can develop an appropriate transition plan, then there is no downtime, compared to if the employee becomes frustrated and ultimately leaves, causing a far greater burden than if we found a new home for them within the same company.

Patrick Ward
Founder, NanoGlobals

Share Stories of Growth

Spread the word when employees are promoted! When staff members are celebrated publicly, it can inspire everyone.

Your employees will feel empowered to create their own paths to success within the company. Consider an internal page on your website where employees can share success stories and you can feature open roles. When your team celebrates each other often, a culture of growth develops!

Liza Kirsh
Chief Marketing Officer, Dymapak

Post Internally First

To encourage employees to apply for internal positions, begin by posting the position internally only. Post positions in-house for at least 14 days before sharing externally.

This will encourage and give employees the opportunity to apply before having to compete with a wider applicant pool. Many internal candidates won’t apply, as they fear they won’t be able to compete, especially for higher positions. However, these employees have company history and knowledge that can’t be replicated. Show your employees that promoting from within is a priority for your company.

Asker Ahmed
Director and Founder, iProcess

Facilitate Employee Development

In my expert opinion, one of the most effective ways to improve internal mobility is by investing in employee development.

Well, employers should provide opportunities for their employees to learn new skills, take on additional responsibilities, and advance their careers. This can be done through job shadowing, mentoring, training programs, and offering tuition reimbursement for further education.

Rene Delgado
Founder and CEO, Shop Indoor Golf

Increase Transparency and Communication

In my expert opinion, to improve internal mobility, employers should increase transparency and communication with their employees. This includes providing clear job descriptions, career paths, and performance expectations.

Employers should also provide regular feedback and have open discussions with employees about their career goals and aspirations. This will help employees understand what opportunities are available to them and how they can advance within the company.

Matthew Appleton
E-commerce Manager, Appleton Sweets

Implement a Formal Internal Mobility Program

Experts prefer this, employers should implement a formal internal mobility program that outlines the process for internal job postings, transfers, and promotions. The best thing about this program is that it should be easily accessible to all employees and should be regularly updated to reflect the changing needs of the company.

The program should also be supported by senior leadership and be communicated clearly to all employees to ensure that everyone is aware of the opportunities available to them.

Alice Hall
Co-Founder and Creative Director, Rowen Homes

Cross-train Employees

Generally, each employee holds a single job description or list of tasks and responsibilities at one time. Employees, and their leaders, may consider this to be a level of internal comfort, whereby most people know their place and expectations.

This level of operation comes at a cost to individual employees who seek to learn more about your business operations and even contribute more to its success. Employees who aspire to higher levels of responsibility and authority need to know that this potential is realistic.

Evidence may come when certain opportunities for cross-training are advertised. Employees, for example, who are generally in a customer-facing position may be offered exposure to the internal operations, such as customers’ order processing.

For those seeking to reach higher and organizations valuing the skills and experience of tenured staff, internal mobility can be improved when staff is building upon skills, rather than only perfecting their original job description.

Ashley Kenny
Founder, Heirloom

Develop a Comprehensive Career Development Program

The best way to improve internal mobility for employees is to provide a clear path forward for career advancement. If you’re in a position where you’d like to move up in your organization but don’t know how or if it’s even possible, it can frustrate and demoralize you. We want our employees to feel empowered and confident in their ability to advance within the company, so we ensure they have access to guidance and resources that will help them get there.

One way to do this is to develop a comprehensive career development program. This program should give employees the tools and help they need to improve and advance in the company. This could mean having access to opportunities for training and growth, mentoring and coaching programs, and career counseling services. Also, organizations can create a culture of continuous learning and development by giving employees at all levels of the organization opportunities to learn and grow.

Kimberley Tyler-Smith
VP, Strategy and Growth, Resume Worded

Ensure that You Have the Proper Technologies

Big businesses, in my perspective, hold a complicated web of opportunities. It is understandable that hiring managers will find it difficult to balance hiring requirements with existing internal expertise. Increasing the visibility of opportunities and simplifying the identification and development of internal talent, talent management software helps make sense of it all.

Seek software with professional progression and internal mobility features. This will assist you in systematizing your efforts and making internal mobility accessible and realizable for the entire organization.

Joe Troyer
CEO and Growth Advisor, Digital Triggers

The post Improving Internal Mobility for Employees 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.

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.

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.

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.

Because Americans spend 40 or more hours every week on the job, it’s natural for them to get frustrated and rethink work relationships, including if they want to continue their employment. Rather than joining in on the Great Resignation, some workers chose quiet thriving, where they found ways to get more engaged and less miserable at work.

The State of Quiet Quitting

Gallup estimates around 50% of the U.S. workforce are “quiet quitters.” They do the bare minimum to meet the job description and avoid getting fired. These workers aren’t passionate about what they do nor do they go above and beyond.

Quiet quitters are burned out and often feel overlooked and underappreciated. The epidemic might be due to low pay, poor company culture or lack of feedback from leadership.

Recruiters have two opportunities to improve this situation. First, they can offer insight to the companies they recruit for better onboarding. Second, they can tap into the talent pool of disenchanted workers and find them positions they’re better suited for.

Tips to Help Your Job Candidates with Quiet Thriving

The opposite of quiet quitting could be quiet thriving. Most brands want their staff to excel at what they do and feel great doing it. If you consistently deliver workers who solve their own problems and continue to excel during high-stress moments, you’ll be the go-to headhunter for your clients or company.

Here are some ideas for ensuring your applicants quietly thrive, starting at the recruiting stage.

1.    Be Transparent

Before recruiting a job candidate, be upfront about the company’s goals and what the job entails. If the person needs to work weekends, don’t tell them most weekends are free. A big part of dissatisfaction with a job is discovering the recruiter wasn’t honest about the requirements.

2.    Design Career Paths

Know the promotional structure and career path people must take to get from entry-level to management positions. One study showed around 30% of current jobs need re-leveling to include additional job levels and clearly define progression for existing employees.

The only way to design clear career paths is to understand the stages in learning necessary to fill each role effectively. If you run a recruiting firm rather than working directly under the umbrella of a corporation, you can train your clients and work with them to ensure the structure makes sense for their organization.

Set up the training, mentors and benchmarks to move up the career ladder. You’ll also be able to share the progression path with potential job candidates to encourage them to come on board.

3.    Define the Purpose of Work

The same Gallup poll showed many younger employees are uncertain of what’s expected of them and see no point in the tasks they complete. One way to counteract this and keep your employees focused on the importance of what they do is to discuss how what they do contributes to their department and the company as a whole.

When training management, encourage at least one conversation a week with each staff member and ensure it is deep and meaningful about what the workers see as their contributions and how well they are doing in their positions.

4.    Automate Menial Tasks

No one enjoys doing repetitive and boring things almost anyone could handle. They’ll feel undervalued and easily replaced. Around 57% of organizations have already adopted artificial intelligence (AI) to help with various business processes.

Encourage companies to take on the AI processes that give workers the freedom to dream, brainstorm and create new ideas. You should also encourage them to take risks without fear of repercussions. If they don’t feel safe throwing fresh ideas into the mix, they’ll start to keep the best ideas for themselves rather than share them with management.

Keep in touch with the job candidates who were hired. Are they happy in their new role? When recruiters show they care about the company and the employee’s needs, they’ll keep a study pool of clients and job applicants.

5.    Teach New Skills

Most people understand they must complete specific tasks to fill their workday. However, developing new skills and completing training is how employees grow and thrive in any environment.

Most workers are smart enough to understand when a recruiter invests in them, they see potential for the future. Not only are you putting money into the person, but you’re adding knowledge to your company and your staff’s skills.

Employees feel much more engaged and comfortable when they’re equipped to do their jobs to the best of their ability. Send staff to conferences, host in-house workshops and pay for courses. Invest in your workers and they’ll be more likely to give back in knowledge and better work routines.

When studying a job applicant’s resume, be honest about any skills necessary to land the role they desire. More schooling, training or experience can benefit their future careers.

A Word of Caution About Fake Work Cultures

Companies that don’t have their employees’ best interests at heart set the entire organization up for failure on a worker level. Many critics of quiet thriving point to the fact that if you are thriving at work, the last thing you should do is be quiet about it.

If you consistently put people in roles where they feel overworked and lack work/life balance, they will no longer trust you to look out for their best interests.

Some fear “quiet thriving” is another buzzword to pressure people to do more for less money and work longer hours. Brands must create a positive work culture and insist employees prioritize mental health. Recruiters can encourage quiet thriving or any other term and still lose them to a brand or recruitment company that will put their well-being first.

Open Communication and Encouragement

Take the time to serve as the gatekeeper and open the lines of communication between management and staff members. The better a company understands staff needs, the easier it will be to help them quietly thrive and find the tools to self-motivate. You’ll have a stockpile of workers willing to quietly thrive and a list of companies looking to invest in people long-term.

The post Encourage ‘Quiet Thriving’ Starting At the Recruitment Level appeared first on RecruitingDaily.

For this event, we asked industry trainers to give a crash course on the essential techniques and technology needed to make anyone a great sourcer. The full-day event featured training sessions by experts: Vanessa Raath, Carrie Collier, Shally Steckerl, Brian Fink,  Erin Mathew, Junius Currier and Mark Hamel. They gave their best insights on how to improve sourcing efficiency and effectiveness for everyone from beginner sourcers to seasoned professionals.

The main theme of the day was highlighting the rich community that comes with sourcing and recruiting. The presenters made it clear that the community can be a great source of support, assistance and knowledge.

The usage of AI to streamline the process was also a large part of the discussion throughout the event. With almost every presenter mentioning OpenAI’s GPT language models, it’s clear that this kind of technology will have an impact on sourcing and widespread change is fast approaching.

Highlights & Takeaways

• Carrie Collier and Vanessa Raath kicked off the event with a presentation on personalization, organization and curiosity. With it, they showed some of their favorite tools and chrome extensions to make sourcing more efficient, including Magical. The pair also shared their experiences with getting into the industry and building their personal brand as well as the power of becoming part of the community to trade techniques and share expertise. Their biggest recommendation to the audience was simple: “Stay curious!”
• ChatGPT made an appearance in Shally Steckerl’s session about automating tedious sourcing tasks such as pre-screening and candidate outreach. In his training session, he demonstrated some examples of prompts to give ChatGPT that yield the best results. His advice was if you frequently do a repetitive task, ask that question of ChatGPT to save time.
• Brian Fink and Erin Mathew discussed building a better understanding of the roles you are sourcing for, giving tips and tricks for breaking down a role to learn the essential skills and qualifications. This duo recommended using Reddit to find inside information on jobs, as the website is often used as a place for workers to vent about problems within their job or field.
• Finally, Junius Currier and Mark Hamel wrapped up the event with a run-down of sourcing fundamentals along with their favorite tips, tricks and tools. They highlighted start.me, GoLinks, Remove Breadcrumbs, OSINT and many more of the tools and extensions they use in their personal sourcing practices. In addition, they discussed the immense importance of building relationships in the sourcing community to stay on top of changes and trends in sourcing.

Looking Forward

Join us for all the HRTX events in 2023, both virtual and  in-person. We are excited to bring our signature event back to Boston this May as our first in person event since 2019! Sign up now to be notified when tickets are available!

You can also sign up for a Sourcing Masterclass this month with Shally Steckerl to learn how to find the candidates your competitors can’t.

The post Getting Back to Basics at #HRTX March 2023: The Essentials of a Great Sourcer appeared first on RecruitingDaily.

If Hiring at Scale, Advertise on Job Search Sites

The answer largely depends on the scale of the hiring and the skill set the employer wants the interns to have. You can quickly and inexpensively hire one intern with widely shared skills by advertising your job through the schools closest to where the job is located. The larger the number of hires, the more unusual the skill set and the greater the number of candidates you’ll need to enter the hiring funnel.

This typically means investing hundreds of hours of staffing time over 12-15 months to identify target schools, plan with them to interview on-campus, and then travel to and conduct the interviews. Or, you can do all of that within a few weeks and at about 10 percent of the cost by reaching students as you would almost any other candidate: through relevant, niche, and general job search sites.

Steven Rothberg
Founder and Chief Visionary Officer, College Recruiter

Host a Booth at a Career Fair

Host a booth at a career fair to recruit student interns. Many universities offer a career fair once or twice a year to introduce students to the working world and help them land an internship or a job. When hosting, you can establish a working relationship with students and tell them about your brand, mission and values, and make them aware of any open internships you have for the upcoming season. It increases brand awareness while recruiting students.

Ann McFerran
CEO, Glamnetic

Maintain Alumni Connections

Assuming you liked your alma mater, there is no better place to recruit. Fellow soon-to-be alumni most likely have a lot in common with your thought process and rigor.

Although this could create a monoculture, I have often found it’s a smart place to start because you have to jump over fewer barriers to develop credibility. The ecosystem of the university aligns alumni with business success, so it’s useful to align business goals with secondary benefits like media attention or class credit for the interns.

Trevor Ewen
COO, QBench

Employ a Multifaceted Approach

With our institutes and NGOs, we employ a multifaceted approach that addresses the unique needs and motivations of the student population. This approach should leverage a mix of traditional and modern recruitment methods, including social media campaigns, campus events and targeted outreach to career centers and academic departments.

Businesses must prioritize their internship programs by offering meaningful work experiences, professional development opportunities and mentorship programs that align with students’ career aspirations. By doing so, businesses can attract and retain top talent while bolstering their brand and reputation in the marketplace.

James Scott
Founder, Embassy Row Project

Make It Worth Their While

If you want to recruit high-quality interns, see them as an integral part of your organization. There is always this misconception in the corporate world that companies do interns a favor by giving them a chance to earn important work experience. While this is true, let’s also not forget that interns represent a unique type of raw talent that you can use for the organization’s best interests.

So, instead of just offering internship programs for the sake of it, make your program worth it. Create a budget for it and make sure your interns get some stipend to cover their expenses. Make sure you also offer credible career growth opportunities for these emerging professionals.

Do not pick someone just to assign them to coffee duty or somewhere in the mailroom. Let them get up close and personal with the core operations of the business, where they can learn and appreciate the work.

Logan Nguyen
Co-Founder, MIDSS

Develop an Appealing Internship Program

An attractive internship program will draw the attention of potential student interns. Take the time to create a well-structured program that outlines tasks, provides learning opportunities and offers flexible hours. You should also consider what perks you can provide that would entice students, such as a stipend or transportation help.

Matt Teifke
CEO, Teifke Real Estate

Use Your Greek Organization’s Local Chapters

I’ve had outstanding success in recruiting students by utilizing the local university chapters of the Greek organizations that I and my network are members of. The students and sorority/fraternity members must motivate themselves to provide a great impression and work output for their organizations’ alumni to maintain top grades.

They also have experience working in a group, working on multiple projects of various kinds and understanding that their work will be scrutinized from a variety of perspectives. They can make incredible interns.

Jeanne Eury
Owner, 8 Arms Group

Look for Those that Exhibit a Passion for the Field

You can most effectively recruit student interns if you look for individuals who are passionate about the field. When recruiting, look for individuals who have a genuine interest in the field—this will guarantee their dedication and eagerness to learn.

When I was in the recruiting field, I found that the best interns were those who had previous experience in similar fields, such as volunteering at a charity or doing research on a particular topic.

I also actively sought interns who showed initiative and had the desire to learn more about the industry. Interns who truly love their work will undoubtedly do better than those who take the job for other reasons.

Pete Evering
Business Development Manager, Utopia Management

Reach Out to University Career Centers

Many universities have dedicated career centers that connect students with internships and job opportunities. By reaching out to these career centers and establishing a relationship, you can tap into a pool of highly motivated and qualified candidates who are actively seeking internships.

The second step is to look beyond candidates’ resumes and grades when hiring student interns. Instead, search for applicants who exhibit originality, zeal and a will to meet challenges.

For instance, I’ve previously hired interns who had launched their businesses or assumed leadership positions in extracurricular activities. These encounters can show traits that are helpful in a startup environment, such as problem-solving, teamwork and resilience.

Percy Grunwald
Co-Founder, Compare Banks

The post How Do I Recruit Student Interns? appeared first on RecruitingDaily.

But lately, there’s been a shift. Talent leaders are starting to take artificial intelligence more seriously, especially as smaller teams and budgets are forcing teams to adopt technology that can help them scale with less. Those same leaders are also seeing the impact AI has had in other functions like sales, marketing, and R&D, dramatically improving their ability to work at scale.

And yet, new regulations like New York’s Local Law 144, would seek to limit how recruiting teams use AI.  For the unfamiliar: Local Law 144 would require employers to conduct bias audits on automated employment decision tools (AEDTs), including those that use AI and similar technologies, and would require employers to provide specific notices about such tools to employees or job candidates who reside in New York City. Others have pointed out the ways in which this particular legislation might not actually have much impact, but the law and its passing illustrates the ways in which we’re still thinking about AI in recruiting all wrong –– ultimately, this law and others like it could materially slow down the adoption of software that can benefit recruiting teams that are serious about scaling their diversity recruiting efforts.

Bias for Good

Recruiting is a special use case, and concerns around AI’s potential to negatively impact candidates who are part of underrepresented groups aren’t unfounded, especially as tools touch ever more elements of the recruiting and hiring pipeline –– from how candidates find roles, to resumé scans, to facial and voice recognition software leveraged in the interview process.

But there’s a flip side to that coin: tools that use AI specifically to support the hiring of underrepresented groups. While AI can unintentionally filter out candidates for certain groups based on keywords and NLP, it can also –– when applied intentionally –– do the exact opposite, and surface candidates from underrepresented groups to help diversify pipelines. Regulation that doesn’t acknowledge that there are tools and applications that are specifically designed to support underrepresented groups by quite literally filtering candidates with different backgrounds into candidate pools. Thinking only of the ways AI and automation can result in negative outcomes demonstrates a too-narrow view on these tools, and could do more harm than good in their attempts to prevent bias in hiring.

Optimizing for Candidate Control

The ethics around AI application for the talent acquisition and hiring process depends heavily on where the technology is applied: it might be an issue if it’s automating the pipeline for recruiters and potentially weeding out qualified candidates before they’re reviewed by a human, but not if it’s designed to support candidates in finding and applying for relevant roles. For example, algorithms that match candidates with skill-relevant, available job opportunities so that qualified candidates don’t miss out on opportunities, or even better, algorithms that uncover ‘inferred skills’ to match candidates with roles they wouldn’t have applied for otherwise.

AI tools can also analyze the behaviors of a candidate on any given platform to understand and surface roles in which they’re actively interested; this a fantastic way to optimize the process for job seekers.

AI vs Referrals

Many companies –– from startups to Fortune 500s –  rely on referrals to fill open roles, which data shows can lead to a homogeneous workforce. This is in part because referrals lend a helping hand in narrowing down vast quantities of applicants to vetted candidates. But AI done well can do the same, and when it’s designed to surface candidates that meet predetermined D&I thresholds, it can support the hiring of talented, qualified candidates who might have otherwise been overlooked, or who because of their background, wouldn’t have come in via referral.

Not only is prioritizing DE&I objectively the fair and right thing to do and an important part of a forward-thinking, equitable society, but it’s also simply good for business; companies that prioritize these efforts are more productive and successful, while employees are happier and stick around longer. And as Gen-Z enters the workforce, the candidate pool is objectively becoming more diverse, so preparing to attract underrepresented candidates contributes to future proofing any business.

It’s the People Team’s Turn

Sales, marketing, and R&D have had all the fun with AI –– it’s far less prone to amplifying systemic issues in those contexts. But now it’s the people teams turn to embrace this technological shift, while giving feedback on all the ways it can disenfranchise the very people we serve and thinking of ways to use these advances to support positive outcomes, rather than regulating them out of processes point-blank in service of “less bias.”

The opportunity to adopt technology now to support diversity efforts at scale is a massive one, especially as companies experience a slower pace of hiring relative to the frenzied pace of the last few years. If you’re not laying the foundation for attracting underrepresented people in new, tech-enabled ways, companies risk losing out on exceptional talent –– and losing the competitive edge that AI can provide.

The post Leveraging AI In Recruiting To Uplift Underrepresented Groups appeared first on RecruitingDaily.

The company said, the system uses GPT technology to break down job descriptions into search criteria such as job title, required skills and preferred skills. From there, it analyzes over 800 million profiles in SeekOut’s talent database to find the best matches.

As such, the only task for recruiters is to paste a description into the software and wait for the list of qualified candidates to be generated, cutting down on the time and effort usually spent seeking out potential candidates manually.

Personalized Outreach at Scale

The best recruiters research candidates and craft highly personalized messages to increase their email response rates. SeekOut Assist generates a personalized message to the candidate based on their unique qualifications for the role.

In addition, SeekOut Assist analyzes the information in each candidate’s SeekOut profile, including skills and experiences. The technology uses the candidate profile and job description to write a personalized outreach message to the candidate, improving the chances of a response.

SeekOut believes its new approach to generative AI could have a serious impact on how recruiters get their jobs done in the future. To use Josh Bersin’s words, “Generative AI will be a total game changer in HR.”

“SeekOut Assist is a big step forward in solving real business problems with the power of Generative AI and will make our customers radically more productive and effective,” said SeekOut Co-Founder and CTO Aravind Bala. “We’re excited about the future of AI in the HR technology space, and look forward to working with our customers and partners to build new tools that make recruiters’ contributions to their organizations even more strategic.”

What This Could Mean

This could be a step in the right direction for the use of AI in hiring. Recruiters have been focused on the role of AI in the field since long before the introduction of ChatGPT because of the variety of uses and the possibility of timesaving. As we’ve said in the past, recruiters and hiring teams need to practice caution when it comes to new software like ChatGPT. But that doesn’t mean that these technologies are useless.

The post SeekOut Releases ChatGPT for Recruiters appeared first on RecruitingDaily.

But how does HR fit into this? For decades, HR departments, large and small, have been criticized for not understanding the bigger business picture. In other words, many people believe that HR can’t “speak the numbers,” which, let’s face it, are the true language of business globally.

It doesn’t help that most HR data analytics reporting falls on the low end of the data analytics maturity scale – giving us some information but with insufficient reporting capabilities.

So, how can HR speak the language of business? Keep reading to learn more about talent acquisition data and analytics, giving insight into the company’s people – arguably the most important business asset of any organization.

What Are Talent Acquisition Analytics?

Talent acquisition analytics are used to analyze job candidates and other recruitment data, discovering insights into talent acquisition, onboarding and even retention.

Understanding this data helps talent acquisition leaders understand their decision-making processes during recruitment, improving hiring decisions that directly impact the company.

After all, good hires directly impact turnover rates, productivity and efficiency levels, company culture, innovation and profitability. Need we say more?

Top Talent Acquisition Metrics for 2023 and Beyond

Here are six examples of metrics talent acquisition leaders should understand – not only for their department but for the company as a whole.

1.    Time to Fill

Time to fill is the length of time it takes a talent acquisition team to fill a vacant position, spanning from the initial approval of the budget for the hire through the hire itself. There is no magic number here, as different industries will often see varying times to fill. However, the oft-cited Talent Acquisition Benchmarking Report by SHRM states that – on average – time to fill is approximately 36 days.

This metric isn’t typically used to encourage talent acquisition managers to hire quickly while sacrificing the quality of the hire. Instead, it can identify inefficient processes or duplicative efforts, potentially creating a longer time to hire the right candidate.

2.    Time to Hire

Time to hire overlaps with the time to fill metric. However, this talent acquisition analytic specifically measures the time the job candidate spends interviewing for a position at your company. For example, time to hire measures from the first look of the candidate’s resume to when they are officially extended an offer of employment.

Time to hire gives talent acquisition leaders, as well as the company itself, insight into the candidate’s experience when interviewing at your organization. Bad candidate experiences don’t bode well for your company.  For example, 80% of job candidates who have a bad recruiting experience “openly tell” others about it, with one-third of them doing so proactively.

However, when an organization invests in its candidates’ experiences, they improve the quality of its hires by 70%.

3.    Time in Process (aka Days in Stage)

Time in process (or “days in stage”) measures how long job candidates remain in each stage of the hiring process, such as resume review or on-site/remote interviews. Through this metric, talent acquisition leaders can spot lags and inefficiencies that may be holding up the process.

4.    Acceptance Rate

This talent acquisition analytic is measured by comparing the number of job candidates offered jobs versus the number who have accepted job offers. If the acceptance rate is low, then that puts up a red flag that the company should review its recruitment process (including your job descriptions), its compensation packages, its job flexibility and remote/hybrid work policies, its company culture and other factors identifying the attractiveness of a job offer.

This metric gives talent acquisition managers insight into how successful they are at leading qualified candidates through the recruitment process and ultimately accepting the job offer.

5.    Quality of Hire

Quality of hire measures new talent’s contributions to the company over a period of time. This is a critical measurement, as it gives direct insight into the new hire’s performance, the manager’s ability to support the employee and career progression during the new employee’s tenure.

Staying on top of this metric allowed companies to measure the quality of their employees, allowing the company to achieve its goals faster and more efficiently. And that’s just a win-win for everyone.

6.     Cost Per Hire

Arguably the belle of the ball, cost per hire gets quite the attention as a talent acquisition metric. Cost per hire takes into account all expenses associated with hiring an employee – from sourcing costs to agency fees (and everything in between).

However, cost per hire must be viewed in light of the previous metrics. For example, cost per hire and time to fill are closely related. The longer it takes your recruiting team to hire someone, the higher the cost per hire.

These talent acquisition metrics don’t live in a world by themselves. They each impact the company as a whole – and this is why it’s critical for talent acquisition specialists to not only understand these metrics but bring them to the larger corporate table.

The post Speaking the Language of Business: Why Talent Acquisition Metrics Matter appeared first on RecruitingDaily.

Paradox announced its conversational ATS focused on front line hiring. The system uses a conversational UI for engagement built around hourly hiring and deskless workers, who primarily use mobile devices to get their work done. With the solution, Paradox aims to reimagine the high-volume hiring process and deliver better experiences for both candidates and hiring managers.

HR platform Deel partnered with talent acquisition solution provider RAMP Global to help organizations grow teams at scale, across a range of areas and skills. According to the company RAMP Global supports HR, procurement and finance departments by streamlining the candidate supply chain, increasing access to talent and reducing hiring costs. With the collaboration, the companies hope to further their goal of helping fill vacant roles quickly at a time when talent is hard to attract and retain.

SourceWhale added enhancements to its platform, allowing customers to gain a deeper insight into their outreach performance metrics such as conversion rates, channel performance and sentiment. As such, the company hopes to help organizations improve decision-making and efficiency while engaging their target audience.

Background screening and identity services company Sterling acquired A-Check Global, a global workforce management, employment and procurement solutions company. According to the company, the deal will expand Sterling’s presence in key U.S. verticals, including Healthcare, Industrials and TechMedia.

The global recruitment process outsourcing market size is projected to reach $21.6 billion by 2027, at a CAGR of 17.0%. According to Valuates Reports, the two primary factors driving market growth are the need for an effective recruiting process and the reduction of overhead costs.

The post HCM Talent Technology Roundup March 31, 2023 appeared first on RecruitingDaily.