If you’re a recruiter looking to boost your productivity, here are top 4 tools you have to know about!
Attention recruiters: These tools can seriously improve your productivity!
Most HR professionals and recruiters I know are always looking for better ways to find the right job candidates and improve their productivity. If you are one of them, you’ve come to the right place!
In this article I will present 4 types of productivity tools that can help you:
Achieve better recruiting results
Organize and streamline your recruiting processes
Help you stay focused
Free up your time
Make your life easier!
So without further ado, here are 4 awesome tools that can help you boost your recruiting efficiency and productivity!
Top 4 productivity tools for recruiters
Here is the list of the 4 key types of productivity tools for recruiters:
Productivity tool for recruiters #1: Recruitment software
The right recruitment softwarewill help recruiters automate, streamline and improve their recruitment efforts by offering numerous benefits. Make sure you choose all in one recruitment software, the one that offers sourcing, recruitment marketing, candidate tracking and candidate relationship management features. Having all these features under one platform will save your time (and nerves) immensely! Forget about switching back and forth between many different recruiting tools!
Productivity tool for recruiters #2: Project management tools
Recruiters often have to work on many different projects at the same time and work with a lot of coworkers, clients and candidates. There are so many people to be contacted and so many tasks to be done… Trying to keep track of everything can easily get overwhelming.
This is why recruiters can benefit a lot form comprehensive project management tools. These tools will help recruiters organize their workflow and efficiently juggle deadlines, resources, and deliverables.
Productivity tool for recruiters #3: Time management tools
With million things to do and million people that need to be kept in touch with, recruiters often struggle to stay focused. Usually working on one task at the time and blocking out all distractions seems like a mission impossible, doesn’t it? If you feel like time is slipping through your fingers, a time management tool that can track the time you spent on applications and websites and give you an accurate picture of your day will come in handy.
Productivity tool for recruiters #4: Social media management tools
No, LinkedIn is not enough. If you want to excel as a recruiter these days, you have to juggle many different social media networks, form LinkedIn, Facebook and Twitter to Instagram, Snapchat, Youtube, etc. Social media management tools will help you save time and manage all your social media in one place. Using social media management is a simpler way to schedule and track the performance of your posts on different social media networks.
Leading AI based assessment platform from Bangalore announces integration with the top ATS provider in Silicon Valley.
Bengalūru, September 1, 2017 — Interact, the leading AI based smart assessment platform from Xobin, and Greenhouse, the world’s leading recruitment platform, today announced an integration. This integration adds intelligent proctored assessments in every software skill for human resource professionals using Greenhouse’s platform.
Hiring doesn’t have to be crazy. All growing tech companies run into the same fundamental problem while hiring — UNCERTAINTY.
Uncertainty about the quality of hire
Uncertainty about the team fit
Uncertainty about time and money spent.
Interact makes creating and conducting online Assessments easy for recruiters. Its secure environment verifies the integrity of the submission with the keyword pattern analysis and eye motion tracking. Add that to the fact that recruiters can send out invites to all their prospects in a single click, and Interact becomes doubly efficient. With a Candidate Journey and Code Playback, recruiters will have the same degree of trust as if the test was taken in front of their eyes. This removes the necessity of a secondary verification of skills. Thus, saving loads of time per hire, freeing the schedule up and improving productivity. This also ensures that only the most qualified candidates end up being hired.
“Interact is a platform for secure and fast hiring. It uses AI to block improper test attempts. This gives candidates the comfort needed and the recruiters the authenticity they need”, says Guruprakash, the CEO of Xobin.
He further adds “It is exciting to be partnering with Greenhouse and seeing our mutual customers benefit from this combination of tech. Our customers were able to allocate more recruiting resources towards sourcing, improving the overall quality of candidates being evaluated and getting through the Interact Assessments. Thus saving their valuable time.”
Dane Hurtubise, the VP of Platform and Partnerships at Greenhouse had similar things to say about the integration as well, “Candidate integrity and authenticity are two major factors for making impact hires. Interact’s smart assessment platform enables our mutual customers to automate the process of verifying candidate ability and integrity in a single step, saving both recruiter and candidate time and energy. We are thrilled that Interact by Xobin is joining our community of partners!”
Interact is a comprehensive recruitment suite for companies to find the right tech talent in a secure, authentic and super fast manner. The AI powered Platform uses Pupil Tracking and Keying Pattern Analysis to ensure Candidate integrity while taking an assessment. With a vast library of application and coding based questions, Interact helps recruiters create assessments that are tailored for the candidates and helps them find the best fit for any given role.
Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 2,000 of the world’s most innovative people-driven companies, including Sony, Airbnb, Slack, TIME Inc. and more.
To be on your best behavior is always important, but good professional etiquette is more essential and more critical when one is looking for a job or a new talent for a company.
For job seekers, failing to create a positive and lasting impression during the initial assessment can hinder their chances of moving forward in the hiring process.
For recruiters, even the slightest mistake during the hiring process could cause them to potentially lose a valuable candidate.
Keeping up to date with the overwhelming amount of job search trends, hiring protocols and interview practices can be very stressful. Also, these trends may quickly change. In this infographic, we listed down the rules that will forever matter. Rules that job seekers and recruiters have to keep in mind during the whole hiring process.
Finding the right software developer just got a lot easier for HRs, recruiters, & hiring managers.
DevScore’s new Acquisition functionality enables HR staff to easily source and vet talented developers that are actively looking for work.
Recruiters can now literally source, vet, & interview developers in minutes.
3 August 2017 — DevScore, the software developer skills-assessment SaaS (Software-as-a-Service) that launched earlier this year at HR Tech World, has introduced a brand new Acquisition feature — one that complements and works seamlessly with its existing functionality — bringing recruiters, hiring managers, and HR a complete candidate-matching, acquisition, assessing, and digital screening service.
Customers can now make targeted developer searches based on actual coding experience; an industry first — a feature that just didn’t exist before in HR tech. They can also filter results by skills, experience, and geographical location easily; allowing them to cherry pick the exact software development talent they need for their business’ individual requirements.
DevScore’s unique and rapidly growing database contains millions of developers. The new Acquisition function finds and connects with those that are actively looking for work.
“In the fast-paced world of software development, acquisition, assessing, and hiring great people quickly is business-critical,” explains DevScore founder, Peter Cummings. “With the new Acquisition feature, recruiters can now literally go from initial sourcing to potentially interviewing a candidate in minutes.”
The Acquisition function is a direct challenge to job boards and candidate sourcing companies that lack the depth of understanding needed to make fully-informed hiring recommendations. These platforms largely use simplistic text-based matching software and lack any sort of advanced assessment and selection criteria. However, up until now coding analysis just hasn’t been available to recruiters.
“There are loads of sites where you can hire recruiters and freelancers,” says Cummings. “But it’s important that you can qualify how good a developer is. There’s always a chance some will exaggerate their CVs, but without any form of code analysis, recruiters can’t get an accurate picture of what a developer can and can’t do. DevScore can literally see what the coder has created and assesses the quality of their code; which enables us to understand how they stack up among their peers.”
Within the Acquisition tool, users can create a customise specific search; filtering developer information by numerous criteria — including experience, flexibility, skills, and location. In addition, searches can be saved and lists can be easily downloaded by users. And where no exact data immediately exists for a chosen set of criteria, customers can create a notification that will let them know when there’s a specific match. Also, API integration makes it easy to pull in DevScore functionality to any job board or talent acquisition tool.
“Everyone who wants to be a developer, can be,” says Cummings. “It’s unlike most other jobs. Your contributions and experience are highly visible. The Acquisition module can help determine which who’s an expert and who’s a novice — reducing the time-to-hire and increasing the quality-of-hire.”
DevScore enables recruiters and HR staff – even the non-tech savvy – to accurately assess and validate a developer’s skills and experience in an easy understandable format. No need to scan every resume anymore – now you can compile a shortlist with the right candidates in record time.
We scan code repositories across the internet, and analyse the code that developers have submitted. Using our analytics engine we are able to find out how many months the developer has actually used a language, framework, or a development style for. We then assign the developer a score – the DevScore – and from that provide a rank for the developer both worldwide and in the country where they live.
Data migrations are often viewed by business professionals as a major obstacle that is simply too difficult and too costly to take on. One of the most common reasons people give for not wanting to move Applicant Tracking Solution (ATS) providers is the fear of a difficult data migration. It’s unfortunate, but recruiters are often willing to suffer and pay for antiquated products that they know aren’t helping them do their job and be successful. Instead, the inferior solutions are viewed as “good enough for now”’ given the perceived risk of a move.
Vendors should strive to take the fear and risk out of a data migration, so busy recruiter teams are free to evaluate the merits of a system move on benefits and not just risk.
The decision to upgrade your ATS should be based on the functionality, productivity gains, and the long-term value they will provide. This guide will provide you all the information needed to successfully assess and predict how a data migration is likely to go once an ATS solution is chosen.
Migrations Done Better
To be frank, the actual migration of data isn’t really that hard. Yet it’s incredibly common to hear time and time again, “So and so completely screwed up my last migration” or “A friend of mine did a migration and it was a total mess.” Why is this? In our experience, it is rarely a pure technical problem, but instead comes down to the parties involved. Data migrations are simply more successful when both the customer and the vendor are flexible, reasonable and strive for a shared goal.
For the vendor, having the technical chops is a must, but they need to pair that with a flexible and consultative approach to the migration. They must be reasonable, transparent and mentoring in their approach. The best vendors will have a genuine invested interest in the shared goal of a successful migration, with an eye on the long term customer relationship.
For the customer, there is a need to be flexible as well. Every system is different and allowing your data and processes to transform and adapt is crucial. They must respectfully understand that migrations are not free, they take time to do right and there are real costs associated with that time. When it comes to migrating systems, almost anything is possible, but the costs can quickly rise and the additional benefits can fall just as quickly.
Extract, Transform, and Load (ETL)
The process of moving data from one system to another is as old as computers themselves. There is a well-established pattern for doing so, known as ETL. Extract (getting the data out of your old system), transform (converting / mapping it to the new system) and load (getting it into the new system). While the process may seem like a challenge, experienced IT consultants do successful migrations every day. Once the migration is complete recruiting professionals can get back to the business of aligning the right talent, with the right opportunity, at the right time.
This is just a snippet of Crelate’s eBook Guide for dealing with Data Migrations. To download the full Guide click Here.
When it comes to demand for IT talent; developers, coders, and programmers have never had it so good. But do those making these key hires always know what they’re buying? As Peter Cummings, Founder, DevScore, wonders how long recruiters can stay on the backfoot for.
Recruiting for niche IT positions continues to be a problem. It’s not that there’s (necessarily) a shortage of talent, but as demand for connected devices and Internet of Things technology starts to gain traction, organisations that have never before hired software developers and programmers now find themselves in desperate need of them. Yesterday.
Great news for us techies, right? Well, kinda. The thing is we need to make sure that what we’re being hired to do, is exactly what the companies hiring us need us to actually do. That might sound odd, but if (like me) you’ve been in the dev game for a good few years, you’ll appreciate the challenge of being led tentatively towards a role that your skills aren’t the best fit for, or being ushered into an organisation where the need initially identified isn’t quite as urgent as first thought.
With the shoe on the other foot for a moment — it’s hard for those tasked with hiring us to keep track of IT demands. Not just because IT has a pretty steep learning curve; but it’s constantly changing. A lot of HRs and recruiters don’t know what they don’t know. They lack the depth of technical knowledge needed to hire the right coder for the job — because they aren’t coders themselves.
Conventional wisdom just doesn’t apply. Illustrating a developer’s breadth of expertise using just a CV doesn’t work, so recruiters resort to other methods, doing their best to assess skills through coding tests and other time consuming tasks. Which can often be a massive waste of time for all.
Where development’s concerned, for HR types, getting the right person in place matters more than in most other hires — mostly because we coders come at a premium and are often fought over tooth and nail by different companies.
So how can we demonstrate our skills and expertise in the right way?
Well, first we need to emphasise our specific skillsets and explain how experience and expertise supercede formal education. A lot of software developers are completely self-taught (myself included) and few have any formal education (and we’re in good company considering the likes of Bill Gates and Mark Zuckerberg swapped education for entrepreneurship).
The fact is the best person for the job might not be who you’d first expect. This fact requires a bit of a mindset shift from a HR perspective. And while skills are inherently difficult to prove, demonstrating impact is a good alternative to coding tests, in-depth interviews, and awkward discussions.
Overall, it’s crucial that companies hire developers that can hit the ground running — for everyone’s benefit. But getting the right fit for any job means helping HRs and recruiters better understand the value you can bring and guiding them through your specific skills — without dazzling them with technical jargon.
Insight like this will ultimately help recruiters and HR managers minimise hiring errors in an increasingly important and costly area of their businesses.
Plus it’ll make your working life a whole lot easier — so you can concentrate on doing the job you were hired to do, rather than pick your way through Jira tickets and technical documentation until the lead dev gets it together…
An organization’s candidate experience is directly associated with their employer brand. Failing to attend to your employer brand can be detrimental to your organization. Nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly.
The power that word-of-mouth holds in this day and age is exponential compared to any other marketing tool as 92% of consumers believe recommendations from friends and family over all forms of advertising. Cleaning up your employer brand, once negative word-of-mouth has spread, is harder than it may seem. How can you ensure a good candidate experience every time and in turn ensure a good employer brand? Artificial intelligence may be the answer:
Avoiding the ATS Black Hole
What is the ATS black hole? This is the phenomenon many candidates experience when they submit an application or resume online and have no way of knowing if it was received. It leaves potential candidates in the dark because they don’t know whether to expect a call or forget about the opportunity altogether. How can you avoid the ATS black hole for your candidates?
Many corporate recruiters already have more to do than they can handle, and responding to all applications can seem next to impossible. This is where artificial intelligence comes in. AI can be used in the recruitment process by integrating with an ATS and notifying candidates when their application has been received. It can help set guidelines of when, or if, they’ll receive a response. No one will slip through the cracks (even those not qualified for the position).
The communication shouldn’t stop there. 65% of candidates say they either never or rarely receive employer notice of the decision made on their application. With the use of AI, once a job posting has been filled and closed, candidates who were not offered the position will be automatically notified and given other open positions within the organization for which they may be better suited. This improves their experience (and job search) and reduces your recruitment team’s workload by moving applicants into a more appropriate funnel. Using AI in your talent acquisition process broadens your talent funnel without burning out your recruiters.
Guide the Way
93% of job seekers cited unclear application instructions as the primary cause of a bad candidate experience. Unclear application instructions can result in candidate delays submitting resumes or no submission at all.
A CareerBuilder survey found that 40% of candidates feel the application process has become increasingly difficult. With the guide of a chatbot, applicants will sail through the process. They receive direction and clarification in an instant rather than waiting for a recruiter to respond back to them when, or if, they have time.
Using a chatbot also provides advantages to the recruitment team as the chatbot can use the feedback from the candidate and apply it to the selection process. The recruitment team can then easily see how each candidate ranks from the applicants selected by the platform.
Provide a Two-Way Street for Communication
Time and time again, we’ve heard that communication is a two-way street. Yet many candidates feel the application process is strictly one-way and they’re the ones doing all the talking. 60% of applicants say “better communication throughout and after the application process,” would have the most positive impact.
Using AI, recruiters would be able to provide the communication so many candidates are looking for. Having a chatbot integrated into the recruiting process would allow candidates to ask relevant questions throughout the application process. A chatbot will also provide a faster and more efficient way to respond with meaningful answers from the recruitment team.
Creating a positive candidate experience is no doubt a crucial part of investing in your employer brand. Implementing artificial intelligence will give you the edge you need within your hiring process and have candidates lining up to apply for the positions at your company without fear they’ll be disappointed, overlooked or simply forgotten.
About the Author:
Noel Webb is co-founder and CEO of Karen.ai (Your Cognitive Recruiting Assistant), the latest project from his role as Director of Product Innovation at Innosphere. A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Bam Digital, SpeakFeel and Agnition.
Trains have always been fascinating to me since I was a little kid. I used to commute from south of Seattle to downtown for work and I would take the Sounder Train in. The Sounder provided a comfy ride and saved me the headache of fighting horrific Seattle traffic. Really glad Seattle has this commuting option as it has lead to reducing friction for my commutes. In our ongoing “Be the Grease” series this article will show the parallel between executive recruiters and train lubricants. Who knew they had anything in common?
For several years now, High Speed Rail has been discussed as a transportation alternative. High speed rails is up and running and links together dozens of cities. Technology in this sector is booming and having a profound positive impact on helping fight gridlock traffic around the world.
According to a recent article in Evolution the railway industry is gaining momentum worldwide and looking to make a comeback. There are many reasons for this including, “…environmental challenges, availability of energy and the growing congestion in major cities.” Also, “the cost of investments in road infrastructure is also contributing to an increasing awareness of the capabilities that rail transport can offer to support a sustainable world.”
Reducing Friction is Crucial to Keep Trains in Tip Top Shape
Interestingly, one issue that train manufacturers have to contend with is the wear and tear on their railway vehicles. As noted by Evolution, “The friction at the contact area between the wheel flanges of railway vehicles and the rails determine wheel and rail wear. Vehicle and track maintenance intervals are strongly determined by this wear process and dramatically influence the life-cycle cost of the total vehicle and the track.”
What is more, “Considerable energy savings can be achieved by reducing friction in these contact areas. This friction has to be considered, as it occurs on all wheel flange contacts in the train, on every journey and every day.” How is this friction reduced and the trains kept “running on time”? Why the use of a lubricant? Because, “The lubricant, sprayed on the wheel flanges of the first axle in the direction of travel, is transferred to the rail face, thus lubricating the following wheel flanges.” By reducing the friction the trains last longer and are more efficient.
Clearly, reducing friction is critical to keeping railway vehicles in excellent working order.
Reducing Friction is Also Critical for Executive Recruiters
In a similar way to trains and high speed rail, executive recruiters are tasked with ‘greasing the skids’ between their network of amazing candidates and their clients who have jobs to be done. Or another way of putting it: Executive Recruiters need to find as many tools as possible to ‘reduce the friction’ between candidates and potential employers. Sources of friction in recruiting can derail successful placements. Things like not being personable, approaching candidates at the wrong time or with a flawed strategy, or losing track of their career trajectory can be deal killers.
One way to help mitigate the friction and ‘grease’ the pathway? Have a solid Applicant Tracking System (ATS) or even better a Talent Relationship Management Solution (TRM) that is tailored to help recruiters stay connected to their clients and their customers.
Testimonials from Crelate Users
Over the years we have had dozens of great conversations with our users, many of whom are executive recruiters, and they have told us what tools they need. Incidentally, a significant percentage of our feature updates have resulted from listening to what recruiters need to do their jobs better. A sampling of their comments helps tell the story of what they value and what they need and, even more importantly, how Crelate helps solve their challenges:
Best thing about Crelate is if I put data in, I can get the data out. Our people are maniacal about updating information and managing that because it’s invaluable to have that information. It’s a great CRM, but is a great rolodex tool.
I do some programmatic recruiting for a client that I’ve worked with for a decade. But my first conversation with these guys was 5 years ago. I’ve managed that relationship in Crelate and kept track of them; so when we talk, I can ask a team member about their wife or kid’s soccer games. You build a familiarity and a trust when you remember these things and track them.
It’s a great product to help you take the relationship to a deeper level. At the end of the day that’s what recruiting is: do the candidates trust you and do the clients trust you and do you take ownership for the success of the fit?
Talent Relationship Management Software a Game-Changer
Additionally, one of our executive recruiters told us they have 55,000 people in their database and 8 people in the firm building direct relationships with these talented people. In order to effectively manage this many folks it’s absolutely critical that your software solution is up to the challenge. This recruiter noted:
A lot of people think it’s lunches and cocktails and golf – this is a hard business. You have to be personable, intuitive, have to be able to sell, dissuade, discern why someone is right or wrong. Your job can’t be to close a transaction,you have to be a great matchmaker.
This last statement is so critical – “Your job can’t be to close a transaction. You have to be a great matchmaker.” In order to be the best ‘matchmaker’ you can be having an awesome Talent Relationship Management Tool. Given that it is humanly impossible to remember the personal details and work history of 55,000 people, having a tool like Crelate is game-changing.
Executive Recruiters Need Tools for Effective Matchmaking
Executive recruiters can more easily manage their matchmaking by having features like:
Adding personal notes to candidate records (that are saved and searchable)
Using “Mentions” to build your network of contacts
Using “Tags” so you can quickly identify best candidates for open opportunities
Having a “Timeline” feature where the candidates’ career journey can be archived
Our executive recruiter Susan is working on finding a great fit for an open Chief Technology Officer (CTO) position and has identified “Dalena Pham” as a potential match. It’s easy to see how Crelate can make the process go smoothly.
Susan Needs a Way to Reduce Friction to Maximize Matchmaking
For Susan Crelate can quickly get her up-to-speed regarding: (1) What Dalena is passionate about, (2) Who Dalena has previously worked with (and can possibly provide solid references), (3) What specifically Dalena’s skills are (by using Tags), and (4) Access to Dalena’s career journey so she can see if a potential match is plausible.
When Susan determines that Dalena is a great fit she can reach out in a phone call or video chat. Susan will then bring a lot of personalization to the interaction. For instance, she could ask her about her work at the Humane Society. She can also ask if she still talks to Aaron, Wilson, Erik and/or Jason. Also, Dalena will send over a current resume and any new skills can be added to her record and tagged. This is just one example of the power of an amazing Talent Relationship Management system for executive recruiting.
Just as the lubricants are important to make the trains run correctly and efficiently – a smooth running executive search firm must have a software solution that edifies their matchmaking magic.
If this sounds like it could help your business goals please contact Crelate's Sales Department and request a demo today!
Sports Officials & Professional Recruiters – Kindred Spirits?
Professional recruiters have a tough job. Recruiters are often tasked with trying to get several moving parts to work together to achieve the goal of connecting the ‘right talent with the right opportunity at the right time.’ It’s a lot like herding cats I suspect.
Sports officials also have a very difficult job. They are tasked with judging sporting events play by play and the scrutiny of their work is on display every day, every week, heck by the hour for the entire public to see and often criticize. Given all of the emotions that go along with sporting events (at all levels from Pee Wee to the Professional ranks) often reactions to officiating isn’t terribly rational. Often fans, coaches, parents, and players aren’t well versed in the rules and so aren’t particularly adept at knowing or applying them. Not to mention the nuances of rules and interpretations of those rules. The rule-book isn’t black and white–a lot of grey in there. And, yes sometimes officating feels a lot like herding cats.
Also, what’s often lost is how much preparation it takes to be a good official and the dedication and passion these folks have to be at the top of their games. The constant pressure sports officials are under is intense and can take a toll. Recruiters–ever feel intense pressure in your job?
I’ve been a football and basketball official for 14 years as an avocation – aka a ‘side hustle’. As I’ve moved up the ranks and met some amazing officials I’ve noticed several key traits that make them great. What’s more, it’s clear to me that some of these traits translate very easily to the world of professional recruiting. Could sports officials and professional recruiters be kindred spirits? Perhaps.
So, here are four traits that make sports officials great and will also make recruiters and talent managers be at their best.
The best referees/officials have amazing people skills. Officiating requires that folks have the ability to get along with all types of people and personalities. Sporting events have all kinds of small constituencies that all need to be dealt with in a professional way–including coaches, players, athletic directors, game-day personnel, and fans. If you aren’t into people you won’t go far in officiating.
Talent Managers must also have great people skills and be able to communicate effectively with a diverse group of folks. Recruiters too are often balancing diverse groups (i.e., your customers/employers, candidates, and recruiting managers). Must know your audience and what type of communication strategies will work with different people.
Calm in the Storm
Sporting events are often highly emotional for all involved–except the referees. Officials have to be that ‘calm in the storm’ and be absolutely relaxed, cool, and collected. This isn’t always easy of course, but officials have a job to do that requires intense focus and concentration–it’s critical to put the distractions aside and focus on each play. The best of the best do this very well.
Further, when that really tough play/situation arises in a game and the coaches and players are going crazy the officials job is to quiet the situation and rule to the best of their abilities. When the storm hits effective communication with your partners, in order to be sure everyone’s angle/perspective is respected and heard, is also critical.
Recruiters are often dealing with emotional situations as well as folks deal with the stress of obtaining a job. The whole process of getting a job and trying to fill a job with a good candidate is potentially stressful. The best recruiters are the ones that can be the calm in the storm and effectively lead everyone to the goal: to connect talented people with the right opportunities at the right time. Recruiters ‘grease the skids’ between talent and opportunity and make sense of chaotic situations.
Really great sports officials are incredibly prepared for each game and work many long hours in preparation for game-day ensuring that it will go as smooth as possible. As Seahawk QB Russell Wilson says, “Separation comes from preparation.” Prior to game day officials will often spend several hours watching film, going through a thorough pre-game, and studying rules and rule interpretations. This is done in the off-season as well as during the season. All of this preparation often leads to games that are officiating effectively and smoothly. Further, the more practice and preparation that officials do the more ‘natural’ the mechanics become–leading to getting a higher percentage of calls correct.
For professional recruiters there are a plethora of areas where preparation will help people be the best they can be. A few key questions could include:
How well do you know the customer/employer and what are they looking for?
How intimately do you know the job description and the nuances of what the hiring manager is looking for?
How hard have you worked to learn as much as possible about the candidates you are trying to connect with opportunities?
Are you confident your candidates will be a good cultural fit?
Are you listening to all sides and acting accordingly?
Preparation is a key factor in recruiting.
And finally, effective referees have the ability to show empathy to all the people that they come into contact with during a sporting event. The ability to ‘put themselves in the shoes of others‘ is critical for officiating. Sports are incredibly impassioned and everyone involved has so much invested in them that to effectively manage these events requires the ability to look at the game/contest from the perspective of others. The best officials listen very well and are aware of their ‘tone’. Sometimes, the best way to ‘communicate’ with a coach that is upset is to be a good listener and acknowledge that you understand why he is upset. People need to be heard and believe their concerns are important. Further, empathy is about being self-aware and understanding how your behavior impacts others. Also, self-awareness is knowing what you can do to manage difficult situations. Clearly there are things that can escalate conflict and other strategies that help to put out the fire.
In recruiting it’s important to display empathy to all parties involved. The best recruiters have the ability to empathize with their customers and candidates and evaluate their tone to ensure they are handling situations effectively.
I think it’s safe to say sports officials and professional recruiters are kindred spirits indeed.
Talent acquisition can be one of the most time consuming and frustrating aspects of business. Harsh deadlines and specific requirements, not to mention the piles of applications and resumes, is tough for any recruiter. Tack on retention accountability, candidate experience and employer branding and the job becomes even harder. The emerging HR technology throughout the last decade has strived to take away these many frustrations while improving candidate experience and quality of hire.
The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world? What could it do to further practices and solve problems? This is exactly what Karen.ai are trying to do. How is AI enabled software aiming to better recruitment and the candidate experience?
Matching the right candidates to the right positions, that’s the name of the game, but it’s not as easy as it may sound. 52% of recruiters say the hardest part of their job is identifying the right candidates from a large applicant pool. Resume parsing and keyword search advances within an ATS has made the sifting and shifting of this task a bit easier as it picks up on keywords in resumes and cover letters to pull ones that match the most. But as we’ve traversed from keyword matching, to semantic search and contextual search, it’s clear we have not perfected Artificial Intelligence in candidate matching just yet. Today’s products are using Natural Language Processing for even more efficient and learning tools.
75% of job seekers’ chances of landing an interview are killed by errors in the ATS or by restrictive keyword search parameters. Limiting the search to a set amount of keywords does not always guarantee the most qualified candidate or best fit for the job requirements. However, Karen, an Artificial Intelligence software we built specifically for recruiting and hiring, builds off the basic keyword search, broadening the results with a more advanced version that includes semantic search, contextual search and integrates candidate chat conversations, eliminating fuzzy matches.
The ability to find concepts hidden in text, in addition to traditional keyword search will give recruiters a more complete look at the candidate’s qualifications and help improve the candidate matching process. In addition, this new software will take the information learned from the resume and cover letters to potentially help match candidates to jobs they may be better fit for within the company during and after the application process.
Candidate Rank and Score
In addition to pulling out the most qualified candidates for the position based on keywords and concepts, recruiters and hiring managers are expected to then select the best ones to move on in the process. Many use the rank and score method based on what was found within the resume and cover letter. Artificial intelligence is now helping recruiters do this faster by leveraging big data and predictive analytics. Some companies that already do this include Hiredscore and Ideal.com.
While this helps professionals get to the next step in the hiring process quicker, what seems to be missing is the interaction with the candidates and those who did not make it to the next step in the process.
A study conducted by CareerBuilder found an astonishing 75% of people said they didn’t hear back from the company to which they applied. This is where the ATS black hole comes into play and how Artificial Intelligence can help fight it. Karen steps into the process from the beginning, conversing with candidates, learning from their interactions and assimilating the data into a decision: continue down the pipeline or exit in a brand-minded way. In either scenario, Karen ensures the candidate knows where they stand.
Conversation Service for Candidate Engagement and Brand Experience
The ATS black hole is something of which many recruiters and candidates are all too familiar. 74% of job seekers say a clear timeline of the hiring process is what could improve their candidate experience the most, according to a report by applicant tracking systems consulting website Software Advice. Candidates want to be kept in the loop but for many recruiters, staying in contact with all of the applicants and notifying them of each step in the hiring process is next to impossible.
Automated emails have helped this frustration as it’s easy to send an email to a couple dozen candidates letting them know they weren’t the right fit for the position or they are moving on in the process. The problem with this automation, though, is a lack of brand experience and personality. Automated emails are also not as good keeping the candidates fully engaged in the process.
Enter Karen. Chatbots have been affecting our world by advancing customer support to helping users book a flight and now they’re here to advance the world of recruiting. By using an active chatbot to communicate and engage with candidates, AI could solve the problems of the ATS black hole.
A chatbot guides candidates through the application process, take insights learned from resumes and ask candidates questions to assess their level of engagement and keep them informed about where they are in the process. Although platforms like Wade & Wendy and Mya have these abilities as well, Karen is the first to take the information learned from the chat and combine it with the scoring and ranking capabilities to present the recruiter with the best possible candidate for the position. This chat capability will also increase the brand experience for the candidate as 78% of candidates will tell their friends and family about their bad experience and 34% will post about it on social media.
Tie all these functions together and you have a winning combination of matching, scoring and ranking, and chat capabilities that will help ease the recruiter frustrations and build a bridge between the disconnect of employers and job seekers. Prior to the cognitive computing era, enterprise companies would manually review resumes or at best use keyword matching to prioritize internal and external candidate submissions. Using AI, like Karen, to improve these tactics can lower time-to-hire for recruiters and engage candidates.