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6 Ways AI Will Enable Recruiting to Be More Human

6 Ways AI Will Enable Recruiting to Be More Human

We all have seen the news and know that more and more jobs are being taken away by robots and some people are even afraid of the future because of it. Well, there are pros and cons for every new technology that comes our way. Just like cars where it makes it so much more convenient for us to travel now but it actually pollutes the air we breathe. So let’s actually take a look at the five ways that AI can make the recruiting process more human and easy for a change.

 

AI will make job ads more targeted and effective.

Basically, this technique will give recruiters the ability to place highly targeted ads in front of the right people at exactly the right time. Data based potential clients browsing history and online activity will allow them to do this. Advertisers need to be able to understand each browsing activity using cookies or what you can say are pieces of data that follow people as they visit different pages. Tracking these cookies and knowing if there are candidates visiting a page will allow recruiters to compile these data and can be used to shortlist potential candidates. This can also be done by looking at prospective candidates browsing histories to check phrases they’ve searched and pages visited against those used by local talent who visited a certain webpage.

The truth is that we are living in a world where ads dominate a lot of peoples lives. In fact, Betterteam found out that “Facebook only shows your posts to about 2 percent of people who like your page. To give your posts a chance of appearing, you can use paid ads to target friends of people who like your page.” So having AI actually allows people to find the right job quicker.

 

Profile Augmentation will give a clear picture of candidate’s skills.

AI will soon make it possible to see not just a candidate’s job history but also what they are passionate about doing. Using the same technology that allows companies to model an applicants behavior based on browsing histories and interests. They could figure out a person’s interests and hidden skills and this then would allow recruiters to recommend jobs related to what candidates actually want to do and not just the job they are assigned to now. This is especially useful for roles that are hard to fill, like an Information Security Analyst. There are few people who can handle this type of job, but you would be surprised to know that there are plenty with experience in software development who would jump at the chance of levelling up their game and taking on the job.

 

Chatbots can do the initial basic questioning for you.

There are companies that are already using chatbots in recruitment. Some companies like Shamrock foods actually ask for a potential candidates phone number and name through chatbots. So it basically eliminates the need to fill out forms, meaning less paper consumption. Once this forms are filled out, the chatbot is able to collect that information, the persons’ profile then goes into a CRM system where human recruiters can do their work. Bots can even follow up with candidates if they aren’t actively progressing with an application. So the main advantage of it is that recruiters get their time freed up a lot and they can then focus on the more important aspects of recruitment.

 

Advanced competency tests can gauge emotional and cognitive abilities.

There are actually advanced competency tests can tell a lot about a candidate and you’d be happy to know that games are involved. Certain games that are specifically made to test out abilities are a great and innovative way to know a candidate’s skills that would otherwise be difficult to detect, like problem-solving. They can also help recruiters assess a candidate’s willingness to take risks by creating scenarios within a game. There are more and more companies already doing this, but it will definitely become bigger within the next 3 years or so. Companies like Shell, AXA and Generali Group are already using Knack to assess their potential employees.

 

Facial and speech recognition software in video interviews can reveal more.

Video interviews will soon take over the normal hiring process and be much more useful. In the future, a candidate may only need to speak to the camera while the machine takes them through a list of questions. Meaning that recruiters will only need to review those videos and can actually prevent potential bias because they did need to interact with the person themselves. This may seem too automated for some but it actually allows a fair chance for each candidate, which is still a better outcome. Also, you can expect that video interview software will, in the future, be able to analyze body language, the tone of voice that can help in determining the overall qualification of a potential employee.

And if you want to try the future for yourself, you can try out EasyHire and get their free demo to have a proper idea of what it’s like to interview through videos.

 

Reference checking will become quick and easy.

Checking a potential clients reference is one of the most tedious things recruiters have to do. You have to call a minimum of three people to check the credibility of the person you are hiring and while this is not the same for all companies, some still do this. Well, there are now tools you can use to do this and yes, AI is still involve. At TeleReference, they have an automated reference checking platform that will allow recruiters to make their hiring process more streamlined. They even have a video, telephone or written reference options that can fit any requirements that a hiring manager needs. Also, it gives the candidates a better chance because the hiring manager will have more time to look into skills and abilities rather than calling all day for reference.

 

Don’t worry about the future, because you can never truly take away the output that a human is able to do. We all need to just focus on what things AI can improve and not always think about the bad. In the end, we all just need to make certain adjustments and try to see AI for what it is, a helpful tool.

Human Resources Today

EasyHire “Assessment” Feature

EasyHire “Assessment” Feature

The interview process is unique to each organization. It depends on the type of the job, the role, and the level. Some roles emphasize the candidate’s communication and presentation skills whereas others give more importance to domain knowledge and skill set.

A video interview would be the right choice if the role requires assessing the candidate’s presentation skill along with other things. On the other hand, a simple online assessment test would be sufficient if it is required to evaluate whether the candidate has the domain knowledge and the right set of skill for the job. EasyHire provides options for conducting both types of interviews  – a video interview as well as an assessment test.

EasyHire.me Job Link

EasyHire.me Job Link

We have taken on the challenge of simplifying the workflow for prospecting candidates and further improve your easy hire experience.

Our approach combines two distinct ideas that we have been hearing from you –  provide actionable content for candidates and set up self-service workflows to deal with scale.

You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately and not have to wait for you to schedule one. You also get notified on your Slack channel and Email when candidates submit their interviews.

Automate candidate prospecting and pre-screening
Automate candidate prospecting and pre-screening

Candidates visiting your job page can take interview right away!

EasyHire.me Job Link makes prospecting and pre-screening of candidates extremely easy! Cut down time and effort spent on prospecting candidates for your next job and streamline your interview process with EasyHire Job Links!

Why do you need a good interview process?

Why do you need a good interview process?

I landed my first entry-level inside Sales Associate job working in the cubicle trenches for a subsidiary of a massive global corporation. I was so thrilled! The interview process? All it took was a phone call and interview with the Inside Sales Manager (plus a meeting with the HR Manager of course). “Wow! that was almost too easy!” I later found out that it was, indeed, way too easy. I was too excited to really notice and he was as enthused as I was. The initial in-person 1:1 interview took the tone of a conversation between friends rather than what I imagined would be a high-pressure situation where I was to be seated in front of a tribunal full of people in highly professional attire firing questions at me about my SAT scores and college GPA. “Weird,” I thought, “but maybe my interpersonal skills are so good that a ‘real interview’ isn’t necessary!” Looking back – was this really the case? Nope.

Anyone reading with hiring experience will recognize my former manager’s hiring process was not only lacking, it was nonexistent! Is this freestyle type of interviewing good practice? Not by a longshot. People who’ve done research into the history of job interviews (they actually exist!) describe what I experienced as a laissez-faire interview. Essentially, where there should have been a process, there was a void. And it had serious repercussions.

It wasn’t until we, the company’s first Inside Sales team (all five of us hired in the span of a week), started our work when I realized something was up. We all had the same orientation, same training on an advanced technology product, and the same objectives. Off the cuff there were two others beside me doing amazingly; successfully making appointments off cold calls within a week, collaborating with the remote sales representatives, setting up demos and conference calls, and dutifully logging all communication in our CRM. We were the “A Team.”

However, while the A-Team garnered considerable traction, I started to notice (and I’ll put this politely) a severe divergence in the quality of work performed by the other two in our cohort; both had dread of making outbound calls, they did a mass send to twenty-five customers a day to keep their CRM activity log somewhat up to par, but the dollar signs speak for themselves, and it didn’t take long for the Sales Department to recognize that these two hires weren’t ready, willing, or capable of doing their work.

So who’s to blame here? The Inside Sales Manager who hired people he thought would make good pals? The two hires who didn’t work out? The company? Answer: none of the above.  This isn’t politics, this is business. Instead of wasting our time blaming people, let’s take a closer look at what were the systemic problems in this particular hiring process.

I found out later that the Inside Sales Manager, along with his own quota and sales responsibilities, was simply given a budget and orders to hire an Inside Sales team and to do it fast. That’s no easy task – especially for someone with no previous hiring or interviewing experience. Without enough time for screening, a hiring team, or methodical process for interviewing, it was impossible to build a consistent high-caliber sales team.

Solution? Outfitting your hiring teams with a Talent Management Platform ensures a consistent structure in your interviews. EasyHire.me, for example, provides the ability for hiring managers to conduct Live and On Demand video interviews that can be recorded for later review by fellow team members. There’s no room for the laissez-faire style interview in a situation when a dedicated and focused hiring team (not just a single individual) plans and collaborates around the most relevant questions to ask or projects to give. If the two Sales Associates who didn’t work out were made to do mock cold call for mock product demonstration, surely things would have taken a different direction.

For those of you reading who’ve been in a similar experience or are getting too many of the “wrong fits,” we’d  be more than happy to show how EasyHire.me can enable talent acquisition teams to conduct efficient, consistent, and meaningful job interviews!

Rise in temp workforce: EasyHire interviews to the rescue!

Rise in temp workforce: EasyHire interviews to the rescue!

According to The American Staffing Association, in 2014 there were on average 3.2 million temporary workers each week, working for an average time of 11 weeks, in over 35,000 establishments nationwide. Additionally, with 20,000 U.S staffing and recruiting agencies operating 39,000 offices, industry sales grew to nearly $136 billion in 2015. Eighty-eight percent of those sales come from temporary and contract staffing.

With numbers like these, one can only imagine the preliminary work that temp agencies must perform in order to find great employees that fit the needs of their clients. Enter EasyHire.me, an interview management platform that would streamline and simplify the hiring process for temp agencies. Typically agencies have resumes, computer assessment scores, and employee availability on file. If agencies use EasyHire’s on-demand and live video interviews, they will have a record of the interview session, along with the questions asked  in the file that they can review when a new job becomes available to fill.

Imagine a busy law firm needs a front desk administrative assistant for six weeks while the permanent staff member is recovering from a surgery. The law firm is seeking someone computer savvy with strong customer service and time management skills, preferably with some law office experience.

Temp Agency A might send the first available employee who loosely meets the client’s criteria based upon poorly-written notes from a recruiter interview 3 months prior.

On the other side of town, Temp Agency B has interviewed folks with EasyHire’s interview platform when they signed up for employment. They can now reap the benefits of adopting a structured interview process:

  • The interviews are recorded and archived in the EasyHire platform for easy access
  • A candidate’s answers to questions are easily separated throughout the video, making it easy for the agency and the client to narrow in on what they need to know to determine the best fit
  • The recruiter can review the  recorded interviews to find the top three temporary employee candidates, send the videos to the law firm for review, and allow them to pick who will be the best fit for them.

Which temp agency has the best likelihood of sending a great employee to their client, thus securing future business? Temp Agency B, of course! With incredible numbers of job-seekers using temporary and staffing agencies to find work and earn a paycheck, and more companies relying on the expertise of an agency to fill positions with stellar candidates, EasyHire’s interview platform and unique features can make the process easier for all parties.

Reclaim your lunch break

Reclaim your lunch break

Have you spent one too many “working lunches” at your desk, just to make time in your schedule for Skype and phone interviews? Have you spent half an hour watching a candidate struggle through your questions, wishing you’d taken a proper lunch and seen the light of day for once during the week instead? Time is money, time is a proper meal. Let EasyHire’s new on-demand interview feature put interviews on your time.

Let EasyHire.me do the hard work for you in the initial screening of candidates. Once you’ve selected a pool of candidates that match your criteria, an email goes out to each interviewee with a link to take EasyHire on-demand interview. There, the candidate will record themselves answering a pre-selected set of questions. You’ll get notified upon the completion of their interview and you and your team can watch at your convenience. You can fast forward and rewind. You can watch early or you can watch late, not having to work around the candidates schedule or different time zones.

Use EasyHire’s interview management to complete the interview process, whether it’s video, phone, or in-person, with those you’ve decided to make it onto the next step in your interview process. Hire great people. Reclaim your lunch break.