The title of this article is a loaded question, for sure — because if there’s one thing that often unites talent acquisition professionals regardless of industry or company size, it’s the belief that their ATS could be better. Which isn’t to say that we all hate our ATS. Rather, it’s that many of us simply think that there’s room for improvement.
According to several cybersecurity reports, a significant amount of data breaches and security incidents are caused by employee negligence or error. Although most of these data breaches are unintentional, it is critical that your organization put in place forward-thinking privacy and security programs to mitigate risk and protect your business.
While 42 percent of HR leaders believe artificial intelligence and machine learning are “among the biggest transformation challenges they will face in the next five years” (according to KPMG’s The Future of HR 2019 report), a troubling 50 percent admitted to being “not at all prepared” to respond strategically to artificial intelligence and machine learning. This means a significant number of HR professionals are unsure how to proceed when it comes to researching and planning deployment; how to set goals, priorities, and evaluate AI recruiting solutions for their organizations.
More than 80 years before Dr. Spencer Johnson’s allegory, Who Moved My Cheese? An Amazing Way to Deal with Change in Your Work and in Your Life, became an instant New York Times business bestseller, Woodrow Wilson summed up our inherent struggles with change more succinctly: “If you want to make enemies, try to change something.”
One of the top candidate complaints is not getting a callback, an email update, or anything after they apply for a job. This frustration is often amplified when a candidate believes that they are a good fit within the job description requirements, they’ve researched the company, went through the application process gauntlet, which has only lead them to … silence.
There has been a lot of ink spilled on hiring processes that use AI for end-to-end recruiting that fall short by magnifying the biases inherent in the data record. With a more fine-grained view of the process, targeted AI applications and tools applied and implemented with an eye toward equity and efficiency could actually help move our hiring practices in a positive direction. Here’s how you can take a fresh look at rebuilding your hiring process with the latest AI tools.
We are so entangled in our Boolean strings, LinkedIn posts, tweets, and scrapping tools that we have unintentionally failed to notice a special breed of recruiters that exists in the same ecosystem as ours and continues to achieve its goals in a far more efficient ways than we can imagine.
While gig platforms have grown exponentially in the past five years, have attracted lots of media attention, and received heavy venture-capitalist investment, little has been written about their impact on the often-forgotten agency workers.