Chris Russell (2)
Human Resources
Working in HR
Human resources (HR) is a broad field that encompasses a wide range of responsibilities, from recruiting and hiring to employee relations and benefits. As such, there are many pros and cons to working in HR including some bad situations which you can read about below. Pros of working in HR Helping people: HR professionals have the opportunity to help people every day, whether it's helping them find a job, resolve a conflict, or develop their career. This can be a very rewarding experience. Variety of tasks: HR professionals typically have a variety of tasks to complete, which can keep the job interesting. This might include recruiting, hiring, onboarding, training, performance management, compensation and benefits, employee relations, and more. Good pay and benefits: HR professionals typically earn good salaries and benefits, which can include health insurance, retirement plans, and paid time off. Opportunities for advancement: There are many opportunities for advancement in HR, from entry-level positions to senior-level roles. This can be a great career path for people who are looking for growth and development. Cons of working in HR Stressful: HR professionals often have to deal with difficult situations, such as employee layoffs or conflicts. This can be stressful, but it can also be challenging and rewarding. Legal liability: HR professionals are often responsible for ensuring that the company complies with employment laws. This can be a daunting task, but it's important to ensure that the company is protected from legal liability. Confidentiality: HR professionals must maintain confidentiality, which can be difficult at times. This is especially true when dealing with sensitive employee issues. Politics: HR departments can be political, which can be frustrating for some people. It's important to be able to navigate the political landscape in order to be successful in HR. Sad Stories from HR Life Here's a typical story I hear over and over again. An HR person in a popular HR group wrote this recently; How would you feel if you were THE sole HR person for 300 employees? I can barely keep up and I am so overwhelmed! I work from 8 am to 10-11 pm! One HR person responded by saying; "Oh my goodness, you should not have to work hours like that! Maybe once a year for a special project. But absolutely not ever as a regular schedule. You can absolutely justify at least one if not two people in your department. Do not continue to put in those hours. You are doing your own physical and mental health no favors." It's rather sad to have to read stories like these. Another reader chimed in by adding; "Sadly, this is all too familiar. I walked in those shoes. I ultimately left and was replaced with 3 people & they’re still struggling in some areas. Sometimes you have to put yourself first. The need varies greatly by the tasks, automation, and corporate support, but it’s obviously not working for you. That kind of pace WILL affect your health. Stop." Here are some additional quotes from social media that summarize what life is like while working in HR. Can you relate? "Working in HR is like being a referee in a game of dodgeball. You're always getting hit, but you're also the one who has to make sure everyone plays fair." - @hr_quotes "HR is the only department that has to deal with both the best and the worst of people." - @hr_professional "Working in HR is like being a therapist, a lawyer, and a mediator all rolled into one." - @hr_life "The best part about working in HR is helping people find their dream jobs. The worst part is having to fire people." - @hr_insider "HR is the intersection of business and people. It's a challenging but rewarding career." - @hr_guru These quotes highlight some of the challenges and rewards of working in HR. It's a field that requires a lot of patience, empathy, and problem-solving skills. But it's also a field that can be very rewarding, as you get to help people find their dream jobs and build successful careers. Here are some additional things to consider when thinking about a career in HR: Your personality: HR professionals need to be able to work well with people from all walks of life. They also need to be able to handle stress and be able to maintain confidentiality. Your skills: HR professionals need to have strong communication, problem-solving, and analytical skills. They also need to be familiar with employment laws and regulations. Your education: Most HR professionals have a bachelor's degree in human resources or a related field. Some employers may also require a master's degree. Overall, there are many pros and cons to working in HR. It's a rewarding career that can be challenging and exciting. If you're interested in helping companies grow and working in a field with a lot of variety, then HR might be a good career choice for you. But you'll have to weed through the bad companies to ensure you don't end up in a toxic environment.
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Interview Tips
How to Conduct a Group Interview
A common interview style used by employers is the group interview. A typical group interview will involve several candidates sitting in a room with one or more interviewers. The interviewers will typically start by asking each candidate to introduce themselves and share their qualifications. They may then ask group questions, such as "How would you handle a customer complaint?" or "What are your thoughts on our company's mission statement?" The interviewers may also give the group a task to complete, such as brainstorming ideas for a new marketing campaign or solving a problem. The interviewers will observe how the candidates interact with each other and how they contribute to the group discussion. At the end of the interview, the interviewers may ask each candidate any final questions. They may also give the candidates an opportunity to ask questions. Group Interview Tips Group interviews can be a valuable tool for employers to assess how candidates interact with others and contribute to a team environment. To conduct a successful group interview, there are several tips to keep in mind. First, it is important to establish clear objectives and guidelines for the interview. This includes providing a clear agenda and outlining the specific tasks or questions that will be addressed during the session. Second, it is crucial to create a comfortable and inclusive atmosphere for the candidates. This can be achieved by encouraging open and respectful communication, actively listening to each candidate's contributions, and promoting collaboration among the group. Lastly, it is essential to effectively observe and evaluate the candidates' performance throughout the interview. This can be done by taking detailed notes, assessing how individuals handle conflict or disagreements, and evaluating their ability to effectively communicate and work as part of a team. By following these tips, employers can conduct a successful group interview that provides valuable insights into a candidate's abilities and suitability for a particular role. Questions to Ask Candidates During a group job interview, employers can ask a variety of questions to assess a candidate's qualifications and suitability for a role. Here are 10 example questions: 1. "Tell us about a time when you had to work collaboratively with a team to achieve a goal. How did you contribute to the team's success?" 2. "What strategies do you use to effectively communicate and resolve conflicts within a team?" 3. "How do you prioritize tasks and manage your time when working on multiple projects with competing deadlines?" 4. "Can you provide an example of a time when you had to think creatively to solve a problem in a team setting?" 5. "Describe a situation where you had to take on a leadership role within a group. How did you motivate and inspire your team members?" 6. "How do you handle feedback and constructive criticism from team members or supervisors?" 7. "Tell us about a time when you faced a challenge or setback as part of a team. How did you overcome it?" 8. "What role do you usually take on within a team? Are you more comfortable leading, supporting, or contributing ideas?" 9. "How do you ensure that everyone's opinions and ideas are heard and respected within a team?" 10. "Describe a time when you had to adapt to a change or unexpected situation within a team. How did you handle it?" These questions allow employers to gauge a candidate's ability to work well in a team, communicate effectively, problem-solve, and demonstrate leadership skills. By asking these questions, employers can gain valuable insights into a candidate's suitability for a particular role and their potential for success within the company. Group Interview Advantages and Disadvantages Advantages of group interviews include the efficiency they create (especially in high volume scenarios) as well as learning how candidates can work work with one another. But there are also some downsides to consider. One downside is that in a group interview, it can be challenging for each candidate to truly stand out and showcase their individual strengths and qualifications. With multiple candidates vying for attention, it can be difficult for interviewers to fully assess each candidate's potential. Additionally, group interviews may not provide a comprehensive understanding of a candidate's individual skills and abilities, as the focus is primarily on how they interact within a group setting. Furthermore, some candidates may feel intimidated or overwhelmed by the presence of others, which can hinder their ability to perform at their best during the interview. Lastly, group interviews can be time-consuming, as interviewers need to allocate sufficient time for each candidate to participate and contribute to the group discussion. Despite these downsides, with careful planning and consideration, group interviews can still provide valuable insights into a candidate's suitability for a particular role.
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Career Site
Career Site Best Practices
A great corporate career site is essential for attracting top talent and building a strong employer brand. Many candidates use the career site to research the company they just applied to. So you'll need to stock it with information that potential candidates would want to know. Write about things like what to expect during the hiring process, culture an benefits information, visual showing life at the company and an easy to use job search experience. Let's dive deeper into career site best practices to consider. Employer branding and messaging. Your career site should clearly communicate your company's culture, values, and why it's a great place to work. This should be reflected in the overall design of the site, as well as the content, such as your company's mission statement, employee testimonials, and photos of your workplace. A user-friendly interface. Your career site should be easy to navigate and use. This includes having a clear search function, as well as well-organized job listings. The application process should also be simple and straightforward. Up-to-date job listings. Your career site should always have a current list of open positions. This shows that your company is actively hiring and that you're open to new talent. Video and multimedia content. Using video and other multimedia content can help you bring your company's culture to life and make your career site more engaging. For example, you could include videos of employees talking about their work, or photos of your office space. Social media integration. Integrating your career site with social media platforms can help you reach a wider audience of potential candidates. This allows candidates to share your job listings with their networks, and it also gives you a way to interact with candidates on a more personal level. Mobile-friendly design. More and more people are using their mobile devices to search for jobs. Make sure your career site is optimized for mobile devices so that candidates can easily view and apply for jobs on their phones or tablets. By following these best practices, you can create a corporate career site that will help you attract top talent and build a strong employer brand. But wait! There's more you need to do: Make sure your career site is aligned with your overall marketing and branding efforts. Your career site should be a reflection of your company's overall brand, so make sure the design, messaging, and tone of voice are consistent with your other marketing materials. Use data to track the performance of your career site. This will help you see what's working and what's not, so you can make necessary improvements. You can track things like website traffic, bounce rates, and application conversion rates. Keep your career site fresh and up-to-date. This means adding new job listings regularly, as well as updating the content on your site. You should also make sure to test and optimize your site regularly to ensure that it's performing as well as possible. Make it easy to find. Put the careers or jobs link in both your top and bottom navigation across the main company website so it is easily found. By following these tips, you can create a corporate career site that will help you attract top talent and build a strong employer brand. Career Site SEO If you want to go a step further you can also leverage SEO techniques to attract Google searches. Here are some tips on how a career site can achieve great SEO: Do keyword research. Before you start optimizing your career site for SEO, you need to do keyword research to find out what keywords people are using to search for jobs in your industry. You can use tools like Google Keyword Planner, MOZ or Ubersuggest to help you with this. Use relevant keywords throughout your site. Once you know what keywords you want to target, you need to use them throughout your site. This includes your job listings, your company's overview, and any other content on your site. Optimize your title tags and meta descriptions. Your title tags and meta descriptions are the most important parts of your site for SEO. Make sure they include your target keywords and are clear and concise. Create high-quality content. In addition to using relevant keywords, you also need to create high-quality content on your career site. This means having well-written job listings, informative company overviews, and engaging blog posts. Create pages for your evergreen jobs that talk about the role in great detail. Build backlinks. Backlinks are links from other websites to your career site. They are a signal to Google that your site is authoritative and relevant. You can build backlinks by guest blogging, participating in industry forums, and submitting your site to directories. Keep your site up-to-date. Google loves fresh content, so make sure you keep your career site up-to-date with new job listings, blog posts, and other content. Use social media. Social media can be a great way to promote your career site and drive traffic to it. Make sure you share your job listings on social media, and engage with potential candidates on social media platforms. By following these tips, you can improve the SEO of your career site and make it more visible to potential candidates. In addition, you should also do this; Use a responsive design. More and more people are using their mobile devices to search for jobs. Make sure your career site is responsive so that it can be viewed and used on mobile devices. Optimize your images. Images can help to improve the SEO of your career site. Make sure your images are optimized with relevant keywords and alt text. Track your progress. It's important to track your progress and see how your SEO efforts are impacting your site's traffic and rankings. You can use a tool like Google Analytics or Statcounter to track your progress. By leveraging SEO, creating great candidate specific content and paying close attention detail, an employer career site can be a fabulous tool for attracting talent. It just takes a concentrated effort over time to make it work for you.
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Ghosting
Complete Guide to Eliminate Candidate Ghosting
Candidate ghosting is a major problem in today's hiring process. It occurs when a candidate suddenly stops communicating with a company after expressing interest in a position. This can be frustrating and time-consuming for hiring managers and recruiters, and it can also leave candidates feeling confused and rejected. This ensures the resume black hole is alive and well in the job hunt. Consider this stat published by Indeed.com from 2022: 76% of employers say they’ve been ghosted in the past 12 months. That number is daunting. There are a number of reasons why candidates might ghost a company. Common reasons include: They were no longer interested in the role or company after learning more. They accepted another job offer. The hiring process was too slow or disorganized. They felt they were not being treated respectfully. For many years recruiters have ghosted candidates. So when they job market turned into a candidates market, job candidates became more empowered to do the same to employers. Unfortunately no one wins in these scenarios and job hunting remains a frustration for all involved. Root Causes of Candidate Ghosting There are a number of root causes of candidate ghosting. Some of the most common are: Slow and/or disorganized hiring processes. When candidates have to wait weeks or even months to hear back from a company, they're more likely to lose interest and move on to other opportunities. Also too many interviews can overcomplicate the process. Lack of transparency. When candidates don't know what to expect at each step of the hiring process, they're more likely to feel frustrated and abandoned. Poor communication. When candidates don't receive timely or clear communication from a company, they're more likely to assume that they're not being considered for the role. Unprofessional behavior. When candidates are treated disrespectfully by a company, they're more likely to ghost that company. Poor Hiring Software: If a candidate is forced to jump through too many hoops while applying online they are much more likely to ghost you. How to Stop Candidate Ghosting There are a number of things that companies can do to stop candidate ghosting. But it begins with getting the basics right. That starts with leadership. Corporate and talent acquisition leaders need to make empathy part of the recruiting process to ensure a great candidate experience. That experience must include the following: Be transparent and communicative. Keep candidates updated on the status of their application and let them know what to expect at each step of the process. Be professional and respectful. Even if you're not interested in a candidate, it's important to let them know in a timely and respectful manner. Use technology to your advantage. There are a number of tools that can help you automate communication with candidates and track their progress. Have a plan for closing the loop. If a candidate ghosts you, send them a final email or message letting them know that you're still interested in them and inviting them to reach out if they change their mind. Shorten Your Hiring Process. The days oh three week long interview processes and dragging out a candidate search are over. Today;s employers need to add an element of speed into their recruitment funnel. How Texting Eliminates Ghosting Traditional methods of communicating with candidates are becoming less effective. The majority of Americans don't answer calls from unknown numbers, and 14% don't check voicemails. Even email is falling out of favor, with 85% of smartphone users preferring mobile messages to emails and calls. The average email open rate is just 20%. Text messaging is a more effective way to reach candidates. 90% of people open texts within three minutes, and texting has five times the open rate and eight times the response rate of email. This means that text messaging is a more reliable way to ensure that candidates receive critical messages. Integrating text messaging into your hiring process can help to curb ghosting. Ghosting is when a candidate disappears without responding to your messages. By using text messaging, you can increase the odds that candidates will read your messages and respond to you. Here are some additional tips for communicating with candidates: Be clear and concise in your messages. Use a personalized tone. Be respectful of candidates' time. Follow up promptly. Closing the Loop The other part of ending ghosting is something many employer overlook. The rejection email. Far too many employer fail to close the loop on their candidate interaction. Every candidate deserves a timely yes or no answer when it comes to their job application. Make a point to reject everyone you are not going to interview or hire within a few weeks of their application. Closing this loop will go a long way to ending the resume black hole. By following these tips, you can improve your communication with candidates and increase your chances of mitigating the ghosting problem. Lets End Candidate Ghosting Candidate ghosting is a problem, but it's one that can be solved. By following the tips in this guide, you can create a more positive and respectful hiring experience for your candidates. Let's end the ghosting problem and help bring the era of the resume 'back hole' to an end. Candidates deserve a better experience when it comes to their job search. Employer should do their part by pledging to eliminate the cycle of candidate ghosting. Below are some additional links and videos to help further educate you about this problem. Additional Links & Resources The Reason You Got Ghosted by a Candidate Best Practices to Mitigate Ghosting in Your Organization 7 Ways to Prevent Employee Ghosting Why Employers Ghost Job Seekers, and How to Respond EndGhosting in recruitment Anti-Ghosting Videos
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Recruiting
Top 10 Recruitment Metrics You Should Know in 2023
Recruitment is a crucial function of human resources, and data-driven insights are necessary to bring in the best talent and optimize the hiring process. Tracking recruitment metrics helps recruiters and talent acquisition teams evaluate how successful they are in finding and retaining top talent. In this post, we'll explain the top 10 recruitment metrics that will give you insight into your recruitment process and help you make smarter hiring decisions. Some of these aren't necessarily critical metrics but they are the most common. 1. Time to Hire: This metric measures the amount of time it takes to fill a job opening from the moment it's posted until the candidate accepts the job offer. A shorter time to hire means quicker access to top talent and improved productivity, while a longer time to hire may indicate market saturation or inefficiencies in the hiring process. 2. Source of Hire: This tracks where candidates come from, such as job boards, referral programs, career websites, or social media. The data can help recruiters direct their recruitment advertising to the most effective channels and build a pipeline of candidates from optimal sources. 3. Offer Acceptance Rate: This calculates the percentage of candidates that accept job offers. A high acceptance rate indicates satisfaction with the job offer and recruitment process, while a low rate could mean a need to improve the company's employer brand or to offer more competitive compensation packages. 4. Cost per Hire: This measures the amount of money spent on recruiting a single candidate. It includes job advertising fees, salaries of recruiters, and other expenses, divided by the total number of hires in a specific period. The metric helps recruiters identify areas where they can cut recruitment costs and optimize their hiring budget. 5. Candidate Experience: This evaluates how candidates feel about their overall recruitment process, including the job application, communication with recruiters, scheduling, and feedback. A positive candidate experience boosts employer branding and helps attract top talent to apply for future positions. 6. Quality of Hire: This determines how well new hires perform in their roles and how well they fit into the company culture. Recruiters can measure the quality of hire by tracking performance reviews, retention rates, and how long the employee stays with the company. A high-quality hire means increased productivity and reduced turnover rates. 7. Diversity Metrics: This examines the diversity of the candidate pool and hiring outcomes. It includes the percentage of diverse candidates for each job opening, the diversity of the workforce, and the retention rate of diverse employees. These insights help companies ensure diversity and inclusion in their talent strategy and improve overall organizational performance. 8. Hiring Manager Satisfaction: This assesses how satisfied hiring managers are with the recruitment process and the quality of candidates presented for interviews. It measures the speed of the recruitment process, quality of communication, and the fit of candidates to the job role and organizational culture. 9. Time to Productivity: This measures how long it takes for new hires to become fully productive in their roles. It includes the time spent on training, onboarding, and the completion of probationary periods. A shorter time to productivity means cost savings and ensures the new employee is making a valuable contribution to the organization. 10. Ratios: These are a set of calculations that highlight the relationship between different recruitment metrics and business outcomes. The most common ratio is the applicant to hire ratio, which measures the number of applicants per job opening needed to make a successful hire. Other ratios can provide valuable insights into the efficiency and effectiveness of the recruitment process. I'll add one more to this list every recruiter should care about. Conversion rate. How many views does it take on a job posting to convert to an applicant? The answer according to Appcast for the entire job board ecosystem is about 5%. Meaning for every 100 visitors to a job only one will apply. Employers would do well by incorporating conversion rates (aka Apply rates) into their monthly metrics report. These recruitment metrics can help recruiters and human resources managers to evaluate and improve their hiring process. They provide valuable insights into different phases such as sourcing, candidate experience, interviewing, hiring, and onboarding. By tracking these metrics, companies can make data-driven decisions based on reliable information and align their recruitment needs with overall business objectives. Don't underestimate the power of analytics in candidate sourcing and the selection process. Use these metrics, analyze the data, and then act promptly to improve the talent acquisition function. These recruitment metrics are definitive and practical indicators of hiring success. Start tracking them today to build a better recruitment strategy!
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Human Resources
Human Resources Development 101
Human resource development, also referred to as HRD, is the process of improving the performance of individuals and teams within an organization through planned learning activities. It is a systematic approach to developing the knowledge, skills, and abilities of employees in order to achieve organizational goals. HRD encompasses a wide range of activities, including: Employee training: This is the most common form of HRD, and it involves providing employees with the knowledge and skills they need to perform their jobs effectively. Career development: This involves helping employees identify their career goals and providing them with the resources they need to achieve those goals. Performance management: This involves setting performance goals for employees and providing them with feedback on their performance. Coaching and mentoring: This involves providing employees with one-on-one support to help them develop their skills and abilities. Organizational development: This involves helping organizations improve their effectiveness by changing their culture, structure, or processes. Human resource development is important for a number of reasons. First, it can help organizations to improve their productivity and profitability. Second, it can help organizations to attract and retain top talent. Third, it can help organizations to be more adaptable to change. There are a number of different ways to implement HRD. Some organizations use a formal approach, with a dedicated HRD department that is responsible for developing and delivering training programs. Other organizations use a more informal approach, with training and development being delivered by line managers or other employees. Human Resource Development Software There are a number of software solutions that can help with human resource development process. These solutions can help organizations to: Track employee training and development progress: This can help organizations to ensure that employees are receiving the training they need to be successful in their roles. Create and deliver training programs: This can help organizations to save time and money by automating the training development process. Measure the effectiveness of training programs: This can help organizations to ensure that their training programs are meeting their objectives. Manage employee career development: This can help organizations to help employees identify their career goals and develop the skills they need to achieve those goals. Provide performance management feedback: This can help organizations to provide employees with feedback on their performance and help them to identify areas where they can improve. Coach and mentor employees: This can help organizations to provide employees with one-on-one support to help them develop their skills and abilities. Some of the most popular human resource development software solutions include: Cornerstone OnDemand: This solution offers a comprehensive suite of HRD features, including training management, performance management, and career development. SAP SuccessFactors: This solution is another comprehensive HRD solution that offers a wide range of features. Oracle Taleo: This solution is a popular choice for organizations that need to manage global workforces. ADP Workforce Now: This solution is a good option for small and medium-sized businesses. Gusto: This solution is a cloud-based HRD solution that is easy to use and affordable. When choosing an HRD software solution, it is important to consider the specific needs of your organization. Some factors to consider include the size of your organization, the types of training you need to deliver, and your budget. Future of Human Resource Development The addition of generative AI into the market has the potential to significantly impact human resource development in several ways: Training and Skill Development: Generative AI can provide personalized and interactive training experiences for employees. It can create simulated scenarios, virtual environments, or role-playing exercises that allow employees to practice and enhance their skills in a risk-free setting. This technology can also generate realistic case studies, problem-solving challenges, and adaptive learning programs tailored to individual employees' needs, accelerating their professional development. On-Demand Learning: Generative AI can enable on-demand learning by providing instant access to vast amounts of information and expertise. Employees can interact with AI-powered chatbots or virtual assistants that can answer questions, provide guidance, and offer real-time feedback. This facilitates continuous learning, enabling employees to quickly acquire knowledge and skills whenever they need them, improving their productivity and adaptability. Talent Acquisition and Assessment: Generative AI can streamline the talent acquisition process by automating certain aspects of candidate evaluation. AI-powered algorithms can analyze resumes, assess skill sets, and identify the best-fit candidates for specific roles. Additionally, AI-based tools can conduct simulations or role-specific tests to evaluate candidates' capabilities. This can save time for HR professionals, allowing them to focus on more strategic aspects of talent acquisition and reducing bias in the hiring process. Employee Engagement and Well-being: Generative AI can contribute to employee engagement and well-being by personalizing the employee experience. AI-powered systems can analyze individual preferences, work patterns, and performance data to offer personalized recommendations for career development, goal setting, and work-life balance. Furthermore, AI can help identify signs of employee burnout or disengagement by analyzing sentiment, productivity, and communication patterns, allowing HR professionals to intervene and provide support in a timely manner. Just remember that while generative AI can bring valuable enhancements to human resource development, it should be implemented ethically and responsibly. Safeguards must be in place to ensure data privacy, address potential biases, and maintain human oversight to make informed decisions. Ultimately, the successful integration of generative AI in HR development will require a thoughtful and balanced approach that combines the power of AI with human expertise and empathy. We will be watching.
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AI in Recruiting
Rise of the AI Interview
AI interviews, in which a job candidate “talks with” an artificial intelligence chat bot, have been around for a couple of years but have yet to go fully mainstream. But that will soon be changing. With ChatGPT, Bard, and other AI chatbots continuing to shake up the world of recruiting, it may just be a matter of time before more companies incorporate AI interviews into their hiring processes. ResumeBuilder.com recently surveyed more than 1,000 employees who are involved in hiring processes at their workplaces to find out about their companies’ use of AI interviews. The results speak volumes about the future of AI interviews: 43% of companies already have or plan to adopt AI interviews by 2024 Two-thirds of this group believe AI interviews will increase hiring efficiency 15% say that AI will be used to make decisions on candidates without any human input More than half believe AI will eventually replace human hiring managers Benefits of the AI Interview AI interviews can save time and money. Human-led interviews can be time-consuming and expensive, especially when you need to interview a large number of candidates. AI interviews can automate the process, which can save you both time and money. AI interviews can be more objective. Human interviewers can be biased, consciously or unconsciously. This can lead to unfair hiring decisions. AI interviews, on the other hand, are designed to be objective. This means that all candidates will be evaluated on the same criteria, regardless of their race, gender, or other personal characteristics. AI interviews can provide more data. Human interviewers can only collect a limited amount of data about a candidate during an interview. AI interviews, on the other hand, can collect a much wider range of data, including the candidate's facial expressions, body language, and tone of voice. This data can be used to gain a deeper understanding of the candidate's personality and skills. Tips for Implementing AI Interview Technology AI interview technology can be a valuable tool for employers, but it's important to use it wisely. Here are some things to consider when instituting AI interview technology: Be clear about your goals. What do you hope to achieve by using AI interviews? Are you looking to save time and money, improve the objectivity of your hiring process, or gather more data about candidates? Choose the right AI interview platform. There are many different AI interview platforms available, so it's important to choose one that's right for your needs. Consider factors such as the types of questions you want to ask, the level of detail you need, and your budget. Train your AI interview platform. AI interview platforms are trained on data, so it's important to train your platform on data that's relevant to the roles you're hiring for. This will help to ensure that the platform is able to accurately assess candidates. Use AI interviews in conjunction with human interviews. AI interviews are a valuable tool, but they're not a replacement for human interviews. Human interviewers can bring a level of empathy and understanding that AI interviews can't. Use AI interviews to screen candidates and identify the top candidates, then use human interviews to make the final decision. Be aware of the risks of bias. AI interview platforms can be biased, just like human interviewers. It's important to be aware of the potential for bias and to take steps to mitigate it. This includes using a platform that has been designed to be fair and unbiased, and by monitoring the platform for any signs of bias. Of course, there are also some challenges associated with AI-based job interviews. For example, AI interviews can be impersonal and can make candidates feel like they are not being treated with respect. Additionally, AI interviews are still in their early stages of development, and there is a risk that they may not be as accurate as human interviewers. But for a lot of entry-level, uncomplicated open job listings an AI based bot interview makes sense because it can screen out (or in) potential candidates quickly without the need for a human. Overall, I believe that the benefits of AI-based job interviews outweigh the challenges. AI interviews will certainly become more and more common in the future, and that they will eventually become the norm for much of the hiring that takes place today.
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Hiring
Average Time to Hire 2023
New research from The Josh Bersin Company and AMS suggests that time to hire ratios are growing across the board in 2023. In fact these rates are at an all time high. Research from the Global Talent Climate report showed that average time-to-hire rates for the first quarter of 2023 alone, had increased across all industries by 1 day, despite the efforts of talent acquisition teams. This pushes an already stretched recruitment cycle to an average of 43 days. And across all industries, the research shows a widening gap between "easy to fill" and "difficult to fill" roles. While some jobs are filled in 2 weeks, many go vacant for 2-3 months or more. In the current environment, "the large number of days it takes to hire remains unsustainable if companies are to remain competitive and keep pace with the fast-changing needs of their industry", the research states. 2023 time to hire benchmarks continue to rise across nearly every role, suggesting that time to hire will continue to be a challenge for most job types. This will force employers to improve the process for the way they hire. In terms of different industries, the report broke down time to hire for certain verticals: Energy & Defense has the longest time-to-hire rates at 67+ days. Even slower time-to-hire rates are predicted for 2023. Internal mobility, skilling and job design need thought to address talent needs here Pharma & Life Sciences' time-to-hire rates are projected to improve in 2023—likely the result of the strategies put in place to increase hiring during the global pandemic Investment Banking has one of the biggest ranges of time to hire, from 21 days to 60+ days. Players in this sector should be prepared for extreme variability when hiring: role, skills and region will all impact hiring times Professional Services is well above the average time-to-hire at 47 days. This sector experiences longer-than-average hiring time than most other industries Retail & Consumer boasted the shortest time to hire rates in 2022, possibly a reflection of the global reopening of facilities and supply chains post-pandemic. Time hire rates continue to fall here in 2023 as consumer behaviors return to normal Consumer Banking matched the global average time to hire in 2022, but hiring is projected to be a challenge in 2023. Rates are creeping up, though, with an average increase of 2 days Tech & Media companies had strong time-to-hire rates in the first half of 2022 as the sector swelled; the shortest hire rates hovered around 20 days, substantially below the global average, with competition at an all-time high. As the industry recalibrates in 2023, hiring rates continue to be low, but will likely stabilize to global averages by the year-end Transportation has the most compact range of hiring time, suggesting relative consistency for recruiting across roles. Massive hiring volumes in 2022 required companies in this sector to streamline their processes, and as travel continues to increase around the world, this trend continues—for now at least. "Whatever may be happening in the world economy currently, it is clear that supply and demand are not in sync in terms of the type of skills available and the gaps that need to be filled. The real trailblazers in HR and talent acquisition have recognized this, and are thinking outside the box when it comes to developing people, cross-pollinating roles from elsewhere, and actively keeping succession and new-role pipelines full." - Josh Bersin, CEO of The Josh Bersin Company There are several reasons why time to hire rates for employers are remain high in 2023. The Great Resignation: The Great Resignation is a term used to describe the mass exodus of workers from their jobs in the United States and other countries. This has led to a shortage of qualified workers in many industries, making it more difficult for employers to find and hire the talent they need. The skills gap: The skills gap is the difference between the skills that employers need and the skills that workers have. This gap is widening, as employers are demanding more specialized skills from their employees. This makes it more difficult for employers to find qualified candidates, and can lead to longer time to hire. The rise of remote work: The rise of remote work has made it easier for workers to find jobs outside of their local area. This has made the talent pool more competitive, and can lead to longer time to hire. The use of applicant tracking systems (ATS): ATS are software programs that help employers screen job applications. These systems can be very effective at filtering out unqualified candidates, but they can also slow down the hiring process. These are just some of the reasons why time to hire rates for employers are so high in 2023. Employers who want to shorten their time to hire should focus on addressing these challenges. Here are some tips for shortening time to hire: Improve your employer brand: Employers with a strong employer brand are more likely to attract and retain top talent. Make sure your employer brand is clear, concise, and positive. Rise above your competition with better messaging. Use social media to recruit: Social media is a great way to connect with potential candidates. Use social media to share job openings, promote your company culture, and engage with potential candidates. Speed up the interview process: The interview process should be efficient and streamlined. Make sure you have a clear plan for the interview process, and that you are communicating with candidates throughout the process. Make an offer quickly: Once you have found a qualified candidate, make an offer quickly. This will show the candidate that you are serious about them, and that you are a desirable place to work. Bring in New HR Technology: A whole host of hiring software exists today that puts the candidate first. If your organization is stuck on old tech that isn't candidate friendly its time to rethink that strategy. Communicate Faster: By adding text recruiting into ever communication level of the recruitment process you can definitely improve response rates and get them in you the role faster and more efficiently. By following these tips, employers can shorten their time to hire and get the talent they need to succeed.
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Job Description Generator
As generative AI continues to weave itself into hiring software one way that it will become pervasive is through job description generator functionality. A number of these tools already exist and I expect to see a lot more of them being launched in the next couple of years. The reason for this proliferation is simple. HR pros are generally bad at writing them. They are not writers. HR professionals are typically trained in the legal and administrative aspects of human resources, not in writing. This can lead to job descriptions that are poorly written, grammatically incorrect, and difficult to understand. They are not familiar with the job market. HR professionals often do not have a deep understanding of the positions they are hiring for. This can lead to job descriptions that are unrealistic in terms of the skills and experience required, or that do not accurately reflect the salary range for the position. They are not focused on attracting candidates. HR professionals are often focused on ensuring that job descriptions are accurate and compliant with legal requirements. However, they may not be as focused on attracting candidates to the position. This can lead to job descriptions that are dry and boring, and that do not do a good job of selling the position to potential candidates. List of Job Description Generators From my research I can already see Indeed, JobAdder, Jobvite, Workable, RecruitCRM, LinkedIn and Ziprecruiter as vendors with this tool included. These software companies offer a variety of features that can help you to create effective job descriptions, including: A library of pre-written job descriptions The ability to customize job descriptions The ability to track the performance of your job descriptions By using a job description generator, you can save time and effort when creating job descriptions, and you can be sure that your job descriptions are effective in attracting qualified candidates. In addition to these software companies, there are also a number of free online tools that can be used to create job descriptions. These tools typically offer a limited set of features, but they can be a good option if you are on a budget. Other Tools include; JobDescription.ai AI job description generator. Create unique and personalized job descriptions and job adverts. No templates, no copy/pasting and no previous writing experience required. https://jobdescription.ai/ JD EXPERT Job description software designed to help you create and manage job descriptions that, not only make your life easier, but also “empowers effective talent management, amps up compensation, and manages risk.” https://jdxpert.com/ GET OPTIMAL Optimizes Job Ads for inclusion and SEO using Artificial Intelligence and Machine Learning. You upload your Job description, Job Ad or raw text. and their artificial intelligence engines optimizes the Job Ad in real-time, and then you download it and post it out to job boards or social networks. https://www.get-optimal.com/ While these tools will help you to quickly generate a job description, that document may not necessarily be a compelling ad that drives applicants. They still sound a bit dry and robotic to the average job seeker so you will need a human component to help them stand out. Don't get caught up thinking the software will do all the work. Creativity still reigns when it comes to attracting quality candidates. I'd recommend having a copywriter on staff to bring that human element to your job ads.
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