What to Know About Worker’s Compensation and How it Can Benefit Employees

Worker’s compensation laws have been around for a long time, and during that time they have experienced little change. It is easy to see why there hasn’t been a radical change in the system — it has been effective for years without any real need for innovation. However, as technology advances and the workplace evolves, worker’s compensation needs to change with it.

Even the nature of workplace injury has changed significantly. While in the past you would associate worker’s compensation with grievous injuries caused by malfunctioning equipment or careless operation of heavy machinery, today those collecting worker’s compensation may suffer from something as banal as carpal tunnel syndrome. Understanding how and why worker’s compensation benefits a business in the modern era can not only demystify the system but show where it can be improved in this new technologically powered age.

Lack of Technological Innovation

As the rest of the business world embraces technology that helps make completing tasks easier, worker’s compensation continually lags behind. This stems from an “if it isn’t broken, don’t fix it” attitude, which will stifle innovation in any industry. While some companies have started to adopt technology to assist with expediting compensation claims, overall the need for progress in the field of worker’s compensation has been largely ignored.

However, that doesn’t mean that innovative technological solutions aren’t being developed, just that the adoption rates of these technologies are still low. Technology is already changing worker’s compensation in small but meaningful ways. Communications with and between employees, workforce training, managing claims, and delivering care are all influenced by technology. Even using simple smartphone applications cannot only assist directly with worker’s compensation claims but also help with prevention of workplace injury in the first place.

The advent of wearable technology also has interesting implications for worker’s compensation. Wearables like FitBit or Apple Watch are currently popular for their personal healthcare management applications, but their usefulness can stretch beyond the personal and into the world of business. Wearables have the potential to monitor whether employees are in a dangerous area on a construction site, track an employee’s health post-injury, and reduce, manage, and prevent workplace illness and injury overall.

How Worker’s Compensation Helps Employers and Employees

Worker’s compensation is an important facet of business in the United States. It not only protects employees but employers as well. While the rights to worker’s compensation were hard fought, many workers and employers can find themselves at a loss as to why it is important to them, especially if their work doesn’t appear to be dangerous from the outside.

Though it has been in effect for decades, many people still find themselves wondering exactly what worker’s compensation is and how it works. While many states have different worker’s compensation laws, the premise is essentially the same across the board: if you are injured on the job, you can file a claim in order to receive worker’s compensation benefits. These benefits are intended to relieve the financial burden from hospital bills on a worker and to ensure that they are healthy enough to continue working without issue.

The benefits of worker’s compensation aren’t solely for the employees, either. Employers rely on worker’s compensation to reduce their liability due to workplace injury with great success. If it is shown that an employee sustained an injury intentionally, were harmed in the course of a fight that they instigated, or were under the influence of drugs or alcohol during the time of the injury, the employee is not eligible for worker’s compensation claims. Additionally, worker’s that accept worker’s compensation insurance forfeit their right to sue their employer, adding an additional layer of protection for the business.

Safety Should Come First

Regardless of who benefits more from worker’s compensation, workplace safety should be the number one priority for both workers and employers. Two of the most common workplace injuries sustained in the office are slips or falls and repetitive motion injuries like carpal tunnel syndrome. Both of these types of injury are easily mitigated through regular cleaning and maintenance of the office, as well as regular breaks for employees coupled with education on proper technique when typing.

Staying safe on the job whether you’re a social worker, construction worker, or surgeon doesn’t have to be an endless struggle; in fact with the implementation of just a few safety procedures, workplace injury can be drastically reduced. Providing readily accessible alarm systems to alert employees to safety risks, secure entryways, and even something as simple as having well-lit hallways are all easy and cost-effective ways to help prevent workplace injury. Additional training for employees also provides another layer of protection, as they will better understand how to take charge of their own safety by avoiding workplace injury.

One way that technological innovation actually shines when it comes to worker’s compensation is through prevention. Head into any office around the country and you will find it chock-full of injury-preventing ergonomic technology from keyboards and mouse pads, to standing desks and office chairs specifically designed to prevent injury. While these small things may not seem like the heroes of workplace injury prevention, their ubiquitous presence contributes to prevention in spades.

Conclusion

While workplace injuries won’t be going anywhere anytime soon, be prepared for them with worker’s compensation insurance and preventative measures is just good business sense. As new technology develops, it will only make the workplace safer as we go, claims easier to process, and fraud harder to commit. All-in-all, as we look to the future of worker’s compensation, adopting and implementing new and existing technology can only help.

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How Can an Effective Talent Pool Improve Time, Cost and Quality of Hire?

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Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pooling: A proactive recruiting strategy

According to Robin Erickson form Deloitte, “The task of recruiting has moved from the reactive filling of requisitions to proactively court high-quality talent.

The only way to proactively court high-quality talent is to build and maintain an effective talent pool. Besides for engaging top talent, talent pools are also a very effective recruiting tool which can improve all the most important recruiting metrics, such as time, cost and quality of hire.

How talent pools help in recruiting top talent?

In today’s job market, an overwhelming majority of job candidates are passive job seekers. According to LinkedIn, 73% of your potential job candidates are passive job seekers. Passive candidates are already employed. Of course, top talent is high in demand so the chances are they are already employed.  This is the reason they actively look for a job. However, they would be willing to accept a better job offer. LinkedIn’s Global Talent Trends 2016 reports that a massive 90% of global professionals are interested in hearing about new job opportunities

However, these passive job seekers need to be convinced that getting a job at your company would be a step up for them. If you manage to get these passive job seekers to join your talent pool, you will have to build relationships with them, foster candidate engagement and keep your company on the top of their mind until the moment they are ready to change jobs.

How to create and maintain an effective talent pool?

Building and maintaining your talent pool is hard work. First, you need to fill your talent pool with high-quality candidates. You have to apply the best practices of lead generation to build your talent pool. Then you need to properly segment your talent pool. After you’ve done all that, the real works begins. You need to maintain your talent pools by engaging in relevant and interesting communication with your candidates. You need to create and distribute specialized recruitment content for every step of the candidate journey.

Yes, it’s a lot of work. However, all the time and effort invested in building and maintaining your talent pool is very well worth it!

Main benefits of an effective talent pool

Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pools reduce time to hire

A properly segmented and managed talent pool will ensure that the candidates in your database are engaged and eager to work for your company. That way, when you have a new job opening, you will be able to choose between qualified, interested candidates from your talent pool.

This will significantly lower your time to hire because you will be able to skip the whole process of advertising your open job position through different channels and waiting for great candidates to apply. Instead, you will already have a pool of great candidates you can choose from!

Talent pools reduce cost per hire

An effective talent pool saves your money in two different ways. First of all, it reduces time to hire, which means you can save money on your HR professionals wages.The second way in which an effective talent pool will lower your cost per hire is by saving the money you would otherwise spend advertising your open job positions. Imagine the budget savings you could achieve if you didn’t have to spend money to advertise your jobs on different job boards, LinkedIn, Facebook, career fairs, campus events, etc.

Talent pools improve the quality of hire

Nobody wants to hire B-players, much less C-players. Lower quality hires happen because of four main reasons: not enough qualified applicants, not enough time to find talent, not enough time to check if the best candidate is indeed a perfect fit and because the best candidates reject your job offer so you have to settle with the second best. An effective talent pool will help you avoid all four mentioned scenarios by ensuring a steady flow of qualified job candidates, lowering your time to hire and improving your acceptance rate.

3 Must-Have Sections of a Great Employee Handbook

Does your employee handbook include these 3 sections? Don’t miss out on these must-haves!

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The hidden potential of your employee handbook

Employee handbook  is the cornerstone document of every company.

This document usually consists of a company’s policies. Unfortunately, too often this valuable document contains ONLY policies, rules and regulations.

While this is useful, an employee handbook has a much greater potential. Instead of a document full of prohibitions, you can easily turn it into an engaging and useful document your employees will read, know and love. Read on to find out how to achieve this goal!

3 main mistakes of your employee handbook

Most employee handbooks make the same 3 mistakes:

Mistake #1:

They are written in a formal tone of voice with lots of legal and technical terms which regular employees can hardly grasp.  

Mistake#2:

Most employee handbooks focus on company’s policies and provide just a brief introduction to the company if at all).

Mistake #3:

Most employee handbooks state only the company’s expectations from employees and not the other way round.

3 main sections your employee handbook is missing

In order to avoid the above stated 3 main mistakes of most employee handbooks, make sure that your employee handbook includes the following 3 sections:

Section #1: Your company’s history, mission, vision and goals

Start your employee handbook with an extensive introduction to your company. Explain why your company was created, by whom and how it went on to become what it is today.

State your company’s mission, vision and goals in an inspiring, relatable and easy to understand language.

Section #2: Your company’s core values and culture  

The second section of your employee handbook should present your company’s core values and provide a glimpse into your company culture.

Include real-life photos of your workplace and your employees and present true stories which illustrate your desired workplace behavior.

Section #3: Employee benefits and perks

Finally, make sure to emphasize what your employees will get in return for following all your company’s policies, rules and regulations.

Accentuate all the benefits and perks your company offers to your employees. Also, present all the types of rewards and bonuses which will be awarded to your most deserving employees.  

3 Simple Ways to Maintain an Active Talent Pool

Building and maintaining an active talent pool is the key to proactive recruitment.

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Do you have a talent pool?

Of course, you do. If you use an Applicant Tracking System or a modern all-in-one recruitment software, you certainly have a database of your current, past and potential job candidates.

(If you by any chance don’t have a talent pool, make sure to learn effective techniques for building your talent pool ASAP!).

However, a database or a list of candidates is NOT a talent pool. A talent pool is a database of candidates INTERESTED in working for your company.

How to maintain an active talent pool?

Here are the top 3 ways that will help you maintain an active talent pool with highly engaged candidates:

1. Segment your talent pool

Segment your talent pool into smaller groups based on certain criteria. Wondering how to segment your talent pool and which criteria to use? A good idea is to segment your talent pool on the criteria of your candidates preferred role or job position at your company. That way, you can create groups of candidates interested in different roles, for example in marketing, sales, IT, etc.

The process of talent pool segmenting will help you understand who are the candidates in your talent pool groups and what are their interests. Create a distinctive candidate persona for each of your candidate groups.

2. Create interesting digital campaigns

Once you have defined a distinctive candidate persona for each group in your talent pool, you will have deeper insights into the interests and motivation of candidates in that group. Use that knowledge to create interesting and engaging content aimed specifically at the candidates from that certain group.

For example, for the group of candidates interested in your marketing positions, create a weekly or monthly newsletter with relevant industry news, such as latest marketing tools and trends, interview with marketing experts at your company or share a story of your new marketing intern. Oh, and don’t forget to include an information about your new job openings in the marketing department!

3. Organize offline events

Besides organizing online events, such as courses, webinars, conferences etc, it a good practice to organize offline events. These types of events are a great opportunity for your local candidates to get to know your company, meet your employees and get a glimpse into your company culture.

Organize open doors at your office, host a local experts meetup or another educational event. Invite the candidates from your talent pool to attend your offline events and meet you in person! And don’t forget to take photos of the events and share them on your career blog and social media profiles! This way you will share your company’s vibe even with your potential job candidates who live outside of your city.

Maintaining an active talent pool sounds like a lot of work…is it worth it?

Of course, it is!

By using these 3 ways to maintain an active talent pool, you have highly engaged candidates who are eager to work for your company. It means that you will be able to fill your positions with better candidates faster, thus reducing your time and cost per hire while improving the quality of hire.

Tips for Writing an Employee Handbook Your Employees Will Want to Read

Learn how to write an effective employee handbook your employees will actually want to read!

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Why employees don’t read employee handbooks

An employee handbook is a very useful tool which helps companies successfully onboard new employees.

An employee handbook serves as an introduction to the company’s processes, policies and procedures. It contains an answer to almost all questions a new employee can have. It also communicates the company’s expectations regarding employees’ workplace behavior and expected performance.

In short, an employee handbook is a very useful and important company’s document.

Unfortunately, most the employees never read it! Even if your existing employees have read it, the chances that your new generations of employees will also read it are slim.

The research from GuideSpark found out that 43% of generation Y is not reading the majority of the employee handbook, while 11% haven’t even opened it!

It also found that and 33% of non-generation Y haven’t fully read a handed employee handbook, too.

Why is that?

Let’s be honest. Most employee handbooks are difficult to read, filled with technical terms and very boring to an average reader. Employee handbooks are not exactly what you would call a stimulating read.

How to write an engaging employee handbook?

Wondering how to write an employee handbook employees will want to read?

Follow these tips for writing an engaging and useful employee handbook:

  1. Make it simple

Make your employee handbook simple and easy to read and understand. Write shorter sentences. Use paragraphs. Avoid long, complicated words and get rid of technical and legal jargon.

  1. Use the right tone of voice

The tone of the voice you use to write your employee handbook should be consistent with your employer brand. If your company culture is fun, feel free to incorporate a bit of playfulness in your employee handbook.

  1. Add appealing visuals

Turn your employee handbook into an eye candy! Create appealing photos, videos and infographics to your employee handbook. Here are a few ideas:

  • Photos of your employees and everyday life at your office
  • The video message from your CEO
  • Company culture video
  1.  Create an interesting format

Your employee handbook doesn’t have to be in a usual PDF format. It can be a printed booklet with an actual bow, a comic, a video or even a trello board! Here are a few examples:

  1. Infuse personality

Make sure that you create your employee handbook in a way to stay on brand. Use your brand colors, visuals and follow your overall brand style. Create a unique employee handbook infused with your brand’s colors, voice and magic!

That’s it!

Now go on and have fun writing a creative, innovative and engaging employee handbook! 🙂

5 Tips to Become a More Successful Interviewer

Implement these 5 tips to become a more successful interviewer!

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Unsuccessful interviewers hire the wrong person – don’t be among them!

Did you know that 74% of employers confirmed that they’ve hired a wrong person for a position, according to a recent CareerBuilder survey?

If you’ve ever conducted a job interview, this will probably come as no surprise to you. Conducting job interviews is hard. It a very demanding and complex process and a really big responsibility, considering that the cost of hiring a wrong person can cost your company upwards of $50,000, according to a global survey conducted by Harris Interactive.

In order to help you recruit the right people for your company, here are top 5 proven tips that will make you a more successful interviewer.


5 tips to become a more successful interviewer

What can you do to become a more successful interviewer?

Actually, a lot. Many characteristics of a good interviewer can be easily learned and/or trained.

Here are 5 tips that will help to become a more successful interviewer:

Tip#1: Know exactly what you’re looking for

Many interviewers make the mistake by hiring on the basis of the job description templates. However, if you want to hire the right person, you need to dig deeper. A successful interviewers know that they need to hire the best talent by finding the perfect fit for their company’s specific company culture. To capture all the skills, experience, traits and motivations of their ideal candidate, they create a candidate persona. Creating a candidate persona helps them get a complete picture of the person they are looking for.

Tip#2: Conduct structured interviews

If you want to become a more successful interviewer, you should conduct structured job interviews. This means that they prepare the interview questions in advance and stick to them. When conducting and interview, successful interviewers ask all candidates the same questions. This helps them evaluate the candidates in a more objective manner and make better hiring decisions. Decades of scientific research have established that structured interviews are a proven procedure for predicting job performance. According to research, structured interviews have a better capacity to identify candidates’ suitability for a job then unstructured interviews.

Tip#3: Ask the behavioral interview questions

If you want to become a more successful interviewer, you should always ask the behavioral interview questions. They ask the candidates open-ended questions about specific situations they encountered in the past. The studies have shown that the best way of predicting future job performance is by understanding past performance. This is because in a traditional interview approach the candidate gets a straightforward question about his/her strengths and can use it to lie and to deceive the employer.

Tip#4: Pay attention to body language

If you want to become a more successful interviewer, you should learn how to read the candidates’ body language. However, take note that this is not easy to learn – it takes a lot of practice. A good strategy is to get informed on what can you learn from candidates’ body language. Candidates’ body language won’t tell you how a candidate will perform at the job, but it can reveal how a candidate is feeling at a moment. This is very useful in a situation where candidates are trying to present themselves in the best possible light. By observing candidates’ body language, you will able to spot an incongruence between their words and the story their body is telling.

Tip#5: Provide a great candidate experience

If you want to be a more successful interviewer, you need to focus on candidates and come up with different ways to improve the candidate experience. This is important if you want to ensure that the best candidates will accept your job offer. LinkedIn’s research has found that a staggering 83% of talent says a negative interview experience can change their mind about a role or company they once liked. Always treat candidates in a professional and respectful manner and go an extra mile to make a job interview pleasant for candidates.

 

The Secret of Conducting Great Job Interviews

What is the secret of conducting great job interviews? Discover in this article!  

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What is the secret of conducting great job interviews?

A lot has been said about conducting great job interviews. You probably already know that a great interview should have a carefully planned structure and use behavioral interview questions. You should also be mindful about your unconscious biases and provide a great candidate experience.

Conducting job interviews is a complex and demanding process. This is why the secret of conducting great job interviews lies in a single most important step – a good preparation. While it might seem obvious at first, be honest with yourself – how much time do you really spend preparing for each interview?

How should interviewers prepare for a job interview?

There are many things you need to prepare before the actual interview takes place.

Here is the checklist of the most important tasks you should go through before an interview:

  1. Have you reviewed and adjusted job description template to fit your company’s specific needs?
  2. Do you have a clear idea of job duties, job responsibilities and job requirements?
  3. Have you created your candidate persona?
  4. Have you made the selection of the best job interview questions and printed out that list?
  5. Have you developed a clear and precise rating system for each interview question?
  6. Did you do your research on each job candidate?
  7. Are you familiar with your company’s employee value proposition?
  8. Did you send a customized interview invitation email
  9. Did you send the interview confirmation email?
  10. Did you send the interview reminder email to candidates?
  11. Have you reserved an appropriate interviewing venue?

Start conducting great job interviews today!

To conduct a great job interview, you need to come prepared. Spending a lot of time preparing and planning an interview isn’t a waste of time. On contrary, it is an often overlooked key to conducting great job interviews.

Use the above checklist to prepare for the interview and you’ll be well on your way to conduct a more successful interview!

 

4 Ways to Promote Your Open Job Positions on Facebook

How do you promote your open job positions on Facebook? You’re probably missing out on a few effective, free ways to reach more of your perfect candidates!

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Do you promote your open job positions on Facebook?

These days, if you want to find and hire the right job candidates, you simply have to post your jobs on Facebook – the world’s largest social media network in 2018.

More and more job seekers are turning to social media to find jobs. LinkedIn’s research, nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their open job positions.

Younger generation live, breathe and find jobs on Facebook. As Aberdeen Group has found out, an overwhelming majority (73%) of millennials found their last position through social media!

These findings offer clear proof that social media recruiting is absolutely necessary if you want to hire the best people. This is especially so because your best job candidates are passive job seekers. These people won’t visit job boards or your career site, so Facebook is your chance to reach them. If you put in some effort into promoting your employer brand on social media, you may be able to convince them to leave their current job and join your company!

How do you promote your open job positions on Facebook?

So how do you promote your open job positions on Facebook?

Do you publish a post on your company’s Facebook profile? Eventually, promote that post if your budget allows it?

That’s what most companies do. And they’re missing out!

Facebook offers many more opportunities to reach more of your perfect job candidates – for free! Keep reading to learn how to get the most out of promoting your open job positions on Facebook!

4 ways to promote your open job positions on Facebook

There are 4 main ways to promote your open job positions on Facebook:

1. Ask your current employees to share your job post

Ask your current employees to share your job posts via their personal Facebook profiles. That way your job posts will be seen by a much larger audience – for free!

According to Social Media Today:

  • Content shared by employees receives 8X more engagement than content shared by brand channels.
  • Messages shared by employees went 561% further than the same message shared on a brand owned channel.

Besides, your potential candidates place much greater trust in your employees.

According to Edelman Trust Barometer:

  • Employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

Your employees are your best employer brand ambassadors!

2. Promote your open job positions in Facebook groups

You can also post your job posts in different Facebook groups. There are many Facebook groups dedicated to different professional interest and areas. In these groups you can find a large number of professionals. Posting your job in Facebook groups is a unique way to reach your target population fast, easy and completely for free!

Here are a few examples of Facebook groups that can help you recruit the right people for your company:

3. Promote your open job positions using Facebook ads

If you’re willing to invest some money in promoting your Facebook job posts, you can do that using the paid Facebook ads.

Using paid Facebook ads to promote your job posts on Facebook has 2 main advantages:

  1. Greater reach (more people will see your job posts)
    Facebook is a great recruiting channel because you can use it to reach passive job seekers. These are the people who already have a job. That’s why they don’t visit a job board or your career site. However, you will find them on Facebook. If your Facebook job ad catches their attention, they might reconsider applying for your open job positions.
  2. Advanced targeting (your job posts will be shown only to your perfect job candidates)
    You can choose who will see your Facebook job ads. You can select people from the certain geographical area, based on their education level and type, current and past employers, interests, etc. Consequently, you won’t waste your money on candidates that are not a good fit for your company and your needs!

4. Promote your open job positions with the Facebook job tab

If you want to make your open job positions more visible, you can add a Facebook job tab to your Facebook profile. With recruitment software such as TalentLyft, you can easily create and set up your Facebook job tab in just a few clicks! Once you add it to your Facebook profile, your open job positions will be automatically updated.

There is a ghost hanging around recruiting: Artificial Intelligence

Artificial intelligence (AI) changes recruiting fundamentally. In a few years, personnel management will be completely automated. Some technologies – such as “bots” and “big data analysis” – are used already today from job posting to onboard hires into companies. Others are close to, such as the Facial Action Coding System (FACS). To summarise, they all belong to the subject of “Artificial Intelligence” (AI) or “Cognitive Computing”. Meant with this are all technologies for the automation of intelligent behaviour and machine learning: The goal is to replicate human-like decision structures. Computer programs are created or programmed to learn to handle problems independently.

Machines are just better recruiters

For some of you, this technological development might be scary. But be assured it can hardly be stopped. The background is the growing pressure in recruiting: Vacancies have to be filled fast and sustainable. To achieve this, candidates and job positions (and not just company culture!) have to fit as perfectly as possible, this means “matching” is crucial. Intelligent systems with their ability to precisely process gigantic amounts of data in a short time already offer numerous application possibilities today such as:

Bots: Most of them are computer programs, which largely work automatically on recurring tasks. They do not necessarily count towards artificial intelligence, but there are also those who “learn”. This means that they can independently generate “knowledge” from “experience” and thus act intelligently. For example, recruiters or HR managers can use bots, to have questions been answered by candidates.

Big Data Analysis: Perfect for campus recruiting. Many larger companies have organized programs at colleges and universities to recruit and hire students. With the technologies for processing and evaluating huge amounts of data, it is possible to recruit many graduates directly from the university. With Big Data Analysis you can exactly determine which person with which grades from which university fits with which open positions.

Augmented or Virtual Reality (AR / VR): The different technologies in this area generate a virtual world and allow the user to perceive themselves as part of it. Anyone who thinks that this is something for future labs is wrong: International companies are already using AR / VR for interviews, where potential employees are sent the familiar AR / VR glasses and thus they look around virtually in the new working environment before the interview. We are not far away from “Beam me up, Scotty”.

Speech Recognition: Speech Recognition systems need a minute of speech to determine the personality. The decisive factor is not what is said, but how it is said. This technology can also be used during a telephone interview (with the permission of the candidate). If that scares you – it’s getting even worse.

Facial Action Coding System (FACS) or Video Assessment: Based on a psychology-based coding method for describing facial expressions, the technology is currently used primarily to combat terrorism. One and a half minutes are enough to determine the personality of 43 muscles in a person’s face. Adding eye movement, gesture and tone of voice. The perfect personality match is close to be completed.

Automated Matching: The “dating for jobs”. We rely on intelligent systems when it comes to finding partners for life. The technology works just as good as when it comes to finding the right candidates: feedback is provided to both parties, recruiters and candidates. Benefits of artificial intelligence in recruiting No matter how these technologies are evaluated, the fact is: artificial intelligence has the potential to solve current recruiting challenges:

  • 73% of job seekers are passive job seekers: For humans, it is hardly possible to find these, for machines, however, already possible (2017: LinkedIn study).
  • Top performers have a new job within 10 days: With AI, the recruitment process can be greatly shortened.
  • Machines are unbiased: Computers make their decisions neutrally, without the unconscious bias typical made of humans. Emotions only come into play during a personal interview.
  • Create equal opportunity through intelligent pre-screening of applications: Pre-screening the applicant, especially in a D&I setting  (e.g. by softfactors) can give each candidate a equal opportunity. (Soft-)skills and a candidate’s potential can be mapped beyond a traditional CV.

Rethinking required: Good matching needs assessing soft skills

To realize the full potential of AI in recruiting, companies need to rethink the way they recruit. Recruiting is currently still based on the CV (education, experience, skills, etc.). This is like driving a car through the rearview mirror. Companies learn where the person went to school and what work experience they have gained. That’s important – but it’s not enough for a really good matching. The key lies in the soft skills, such as professional and social competencies, skills, interests and values. Besides the facts recorded in the CV, soft skills are an essential part of a good match. Artificial intelligence allows to include all this data. The recruiting process will become qualitatively better, faster and more efficient.

Will recruiters soon become Ghost Busters?

Intelligent systems and artificial intelligence bring positive impulses to recruiting: The roles of the recruiters of tomorrow will change massively. The focus shifts to skills in which computers and machines are clearly inferior to us humans: in a good discussion in the interview and in general by the “human touch”. In conclusion, Artificial Intelligence enables us to be more humane in recruiting – and not just in 2030, already today. Are you ready to be a Ghost Buster?

By Reto Ruegger

Why Should You Make Your Recruiting Process More Collaborative?

How can making your recruiting process more collaborative benefit your company?

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Why Should You Make Your Recruiting Process More Collaborative?

Although it may seem more complicated at first, a collaborative model of hiring can improve your whole recruitment process and have a positive effect on your company culture and overall business results.

If you want to keep up with the best recruitment practices, you should follow the world’s best and most famous companies such as Apple, Google, Netflix and make your recruiting process more collaborative.

4 reasons to make your recruiting process more collaborative

Here are the 4 key reasons why you should make your recruiting process more collaborative:

Collaborative recruiting process helps you achieve better hiring results

By involving more people into your hiring process, you will get more diversified perspectives on the candidate. This will enable you to choose candidates with the best skills who will also be the best cultural fit for your team and your company culture.

Collaborative recruiting process improves candidate experience

Introducing candidates with their potential future employees can significantly improve candidate experience and showcase your great, collaborative company culture. Candidates appreciate being introduced to their potential future team members with whom they will possibly spending most of their awaken hours every day. They will also feel important by having so many people show interest in them.

Collaborative recruiting process improves is good for your employees

Giving your employees a voice in choosing their future colleagues will empower them and make them feel valued and important. As a result, they will be more engaged, motivated and productive. They will also provide your new employee with a warm welcome and all the needed resources and assistance. Consequently, your company will have less turnover and better retention rate.

Collaborative recruiting process enhances your company culture

Finally, making your recruiting process more collaborative will help you establish a more open, transparent and collaborative company culture. In such a culture, teamwork won’t be just a sign on your wall – it will be a value brought to life through real-life practices of collaborative recruiting.

How to make your recruiting process more collaborative?

If you want to make your recruiting process more collaborative, our detailed, step-by-step Guide for collaborative recruiting and hiring will come in handy!