2 min read
How will a more prevalent remote work environment affect your company culture going forward? It’s a question that many companies are pondering these days as the pandemic persists and remote working is still in full effect. Organizations that once prided themselves on their in person culture have no doubt seen their employee base turn to other ways to engage such as Slack, text messaging or zoom happy hours, only to realize it’s not exactly the same thing. Now that we are months into a new remote working phase, I wondered how this will begin to affect company cultures going forward…will they morph into something new? Will culture be enhanced or muted because of the forced distancing? Gordon Collier, an entrepreneur I know told me that work from home is forcing people to adapt. “Based on my conversations with leaders I think this period of forced remote work has pushed leaders to accept remote work and as a result are seeing higher work output. It’s also encouraged people to reflect on how they work well and it’s fostered empathy. People have less office distractions.” More Focus on Results There’s been a lot of chatter about how remote work will affect innovation or those impromptu conversations workers have in the lunch room or hallway. Certainly those encounters are going away, but they will be replaced by virtual chats, SMS exchanges and meetings. Any loss should be minimal. What is more likely to change however is a new focus on results. There should be an emphasis on how managers evaluate and assess performance and projects. When you are working from home it’s less about face time and if someone is at their desk all day. Now it’s more about did they turn in this assignment and did they do it well? More Meaningful Conversations One of my connections, Irene Indarte, an HR Consultant told me over Linkedin she sees people having more thoughtful conversations. “Our culture has a focus on working as a team, collaboration and having fun/social. What I’ve seen during our WFH is people taking time to have more meaningful chats rather than a quick “hey there” in the hallway. I can see our company becoming more thoughtful of staying connected. The downside is I worry about people burning out. Too many forget to take time to relax and unplug.” Becoming More Empathetic Employers and managers are also being forced to be more empathetic and flexible when it comes to their workers lives. Many folks have had their kids bust into a zoom meeting or perhaps have had to cut short a call due to something happening in the house at that moment that required their attention. I can see these conversations becoming more acceptable in the future workplace. More Demands on Managers Kris Dunn, one of the hosts of the HR Famous podcast said on the show recently that managers will need to change as well. “I think that as we are less tied to place, your manager really becomes a new kind of cultural gravity. Their ability to flex and to show empathy in different ways to us and to be flexible, to get those results is really going to be the key thing. I think the managers who can show empathy in different ways, in different circumstances and show agility are the ones that are really, when I think probably the companies that train their managers to do that are the ones that are going to benefit.” There are now a whole host of companies who have pledged to stay remote only companies going forward because of Coronavirus. These organizations understand the new reality and will adapt and adjust to this new way of work. Cultures will ebb and flow. If your company does eventually go back to the office be sure to remember the lessons from this time. Mainly that means becoming more empathic to workers and giving them the flexibility they need to stay productive.Continue reading
2 min read
As we begin to come back to work from the Covid crisis what do you think will be the biggest challenges facing corporate recruitment going forward? We asked our network to comment on what they felt would be the biggest obstacles in a post pandemic work. Here’s a short synopsis of what they said. Candidate Experience Not having the ability to control the whole candidate process was an issue before the pandemic and will be afterwards. What I mean by that is, in recruitment you could be doing all of the exact right things. You’re building your employer brand, you’re strategically advertising, you’ve got sourcing in place, everything’s going great. And then you get a candidate through the door after a great conversation with the recruiter, and then they’re in an interview and you don’t know how the interview is going to go if you’re not in the room. And so you let go of the process at that point to the hiring manager. You worry about that experience. Will they be polite? Accommodating? A lot of recruiters often wonder if hiring managers are thinking about that candidate experience like we are. And now with remote interviews going more mainstream, this adds another potential barrier. Also if you haven’t moved to a digital onboarding experience for new hires yet this could put you at a disadvantage against other savvy employers. Empathy In my experience on average, leadership, doesn’t appreciate what goes into recruitment and what’s required. And so I’ve heard things like, “what’s so hard about it? I’ve been hiring for years” or, “it’s like widgets, or ordering a steak” one recruiter told me. So if this is the organization’s perspective on what recruitment is doing no wonder they struggle to get the people that they need to support their organization. Leaders need to have more empathy all around for the their recruitment team and giving them the tools and support they need to excel at their job. After all if the recruiting team is frustrated, then that’s going to be a direct reflection on the applicant and the applicant’s experience. Empathy (for your workers) just might become the new employer brand strategy. Turnover Turnover and retention are still going to be a major stumbling block. A lot of employers fail to think about the top talent they have until its too late. Now with massive job losses, candidates are becoming jittery. The short term affect may be that they stay longer in a job they hate but eventually this will catch up to everyone. Start to think about how your organization will respond. Talent Attraction With so many jobs going remote, some roles are deemed to change forever. If you hire college grads for example are they going to want to work 100% from home? Probably not. They crave the office environment so they can learn from and absorb the company culture and build their skills. A lack of face to face communications may hinder your ability to attract certain talent in a post pandemic world. Now is also a good time to think about automating your screening process to help streamline applicants. Recruiting chatbots and texting can certainly help with this. The employer of tomorrow will need to close the digital divide gap when it comes to attracting and converting job seekers online and on their phones.Continue reading
3 min read
Most of the employers we talk to know that text recruiting software is a ‘must have’ for modern talent acquisition teams. But, many are not sure how to think about the return on investment on the purchase of an enterprise grade texting platform. This post provides a framework for thinking about the ROI of text recruiting that should be useful for talent acquisition leadership and frontline recruiters alike. The starting point is to acknowledge that recruiters spend a huge amount of their time communicating with candidates. Whether it’s scheduling interviews, screening or digging into the details of each candidate’s work experience, most recruiters live on the phone and in email. The problem is that emails and phone calls require lots of time and suffer from declining response rates. In fact, according to Entelo’s latest recruiting automation report, recruiters spend up to 20 hours per week on outreach alone! That’s 50% of the typical work week, often with lots of time in between waiting around for candidates to respond.. Switching to SMS changes the tedious email and phone dynamic instantly. Most candidates prefer texting to email anyway, so response rates are much higher and response times are much lower. According to CTIA/Hubspot, the average response time for a text message is 60X faster than email. That matches our internal tracking, which shows that response times are typically measured in minutes or hours, not days as with email. Stop and think about that for a moment. What if your recruiters could increase their candidate response times by even half that? What would the direct financial impact be for your organization? How about if they could double response rates (or more) at the same time? When thinking about using text versus email, consider these numbers: Texting open rates are at 95%+ vs. ~20% for email 90% of texts are read within 3 minutes vs. 80% of emails that are never read at all For more, check out our post on texting statistics for recruiters Ok, so how do we use the numbers above to estimate the ROI of text recruiting software? For starters, let’s assume that a recruiter is reaching out to 100 candidates. Open a spreadsheet and plug that number in, so you can tweak the estimate however you see fit. Next, let’s make an assumption about how many of the candidates we reach out to will open the message. To be conservative, we’ll use 20% for email (exactly as above), but we’ll lower the open rate for text/SMS to 80% from 95%. Multiply those numbers by the 100 candidates in the outreach pool and we get 80 opened text messages and 20 opened emails. Now, let’s plug in a response rate. For email, let’s be generous again and assume 50% of those who opened our email go on to respond (must be a great job!). And, for our text messages we’ll assume that 80% respond. For individual outreach, many estimates put the number higher, but we’ll go lower and assume that the messages aren’t highly personalized. Once we multiply our opens by our response rate, we get 64 candidate responses from our texting outreach vs. 10 responses from our email efforts. That’s a difference of 6.4X! If you think that’s too high or too low, just adjust the assumption in your spreadsheet. For example, if you think that the texting response rate should be much lower… let’s say 40% instead of 80%, change the numbers and you come out with 32 text responses vs. 10 email responses. That’s still a difference of more than 3X. Even the most pessimistic assumptions about texting produce a multiplier of 2X or more. So that’s the impact of response times, but let’s take a look at the time savings for the average recruiter too. We based our calculations on an average annual salary of $72,000 so if your numbers are different, just plug them into this formula. The Entelo study noted above found that recruiters spend about 50% of their time conducting outreach, but we’ll be more conservative and put our estimate at 33%, or 1/3rd. That means that a recruiter working 2,000 hours per year, spends about 660 of those hours on outreach, which translates into 83 workdays and ~$24,000 in cost to the employer. Now, if we plug in the 6.4X improvement in the effectiveness of outreach, that translates to a savings of 557 hours or 70 workdays in time saved. That’s more than $20,000 in labor savings for each recruiter… time that can be reallocated however the employer sees fit. Once again, if you think those numbers are too high, then change the assumptions as above. Every plausible scenario yields an extraordinary ROI on the modest investment required to get up and running on a text recruiting platform like Emissary. We realize texting won’t replace phone and email channels completely, but the above formula does offer a solid baseline to extrapolate ROI numbers for your own organization. The bottom line is that texting saves your team valuable hours throughout your recruiting process. Texting is convenient and fast. It cuts through the noise and gets your recruiters into active dialog with the candidates you need to hire. When it comes to your return on investment, text recruiting software delivers more than almost any other technology investment you can make.. Click here to schedule a demo of Emissary’s Text Recruiting Platform and experience the efficiency of text recruiting for yourself.Continue reading
2 min read
We know that text recruiting software can be a powerful talent attraction tool, but it is our client organizations that prove that every day. One of those organizations is Goodwill Industries of Middle Tennessee, based in Nashville. We sat down with Hunter Simpson, a recruiting leader at Goodwill to get his feedback on using Emissary to hire at scale in the retail space using text messaging. Goodwill of Middle Tennessee employs about 1,200 people and serves 48 counties throughout Middle and West Tennessee. That encompasses 29 retail stores, 2 outlets, 28 donation sites and 8 career solutions centers. They have been an Emissary client for about 6 months now. Initially, Hunter said he spent about 3 months looking for the right tool before discovering Emissary’s text recruiting platform. He felt we offered the best ROI for the price point and dove into the implementation feet first with the help of our client success team. “I was very impressed with our ability to reach out to candidates in order to bring them in for interviews.” Since using the product, Hunter thinks texting has been a fantastic addition to his recruiting arsenal. He has used the platform for direct one-off communications, mainly with applicants in retail level positions, outside of the warehouse. He has also used texting to reach out to former employees to schedule exit interviews. “I was very impressed with our ability to reach out to candidates in order to bring them in for interviews. It’s been a huge help!” he told us by phone. Lessons Learned We asked Hunter to comment on some of the lessons he’s learned so far. Here’s what he told us; “Texting dramatically increased our response rate. Within a week of using Emissary, we were able to hire 14 positions for that location.” “Candidates were coming in for their interviews, they were able to communicate with me directly, and in real-time. I was able to even provide some directions to the interview location.” “The sooner you respond to applicants, the more likely they are to come in, the more engaged they are.” Summary For recruiting professionals like Hunter, the key benefits of Emissary’s text recruiting software are the speed and level of engagement it provides. “What I enjoy about this platform is its ability to reach candidates. Text is a very direct way to reach people of all ages. It also serves as a great way for us to reach people who may not have access to technology. Some candidates don’t have access to computers or know how to access computers. Using a text messaging platform allows us to reach those groups and provide them opportunities”, he added. Well said Hunter, thanks for choosing Emissary.Continue reading
2 min read
Text messaging software for HR is the missing link in effective employee engagement. It gives HR the power to text large groups of employees instantly with the assurance that 95% of text messages get read in the first 3 minutes. With most employees still on lockdown and working from home I asked my HR network to chime in on how they are using texting to communicate with their teams. Nikki Blanche, an HR Consultant had an interesting take. She commented, “I will occasionally text confirmations but only after I have already spoken to the candidate on the phone and if we had a nice rapport. For coworkers (inside and outside of HR), I will text quick notes but only during work hours or if it’s very urgent outside of work hours. I feel it’s less intrusive than a phone call on a Sunday night if I need them to address something first thing Monday morning. I always confirm with the employee far ahead of time to ensure they are okay with this type of communication.” For the most part, HR executives seem to leverage texting for certain situations and/or as a compliment to existing communication tools. Some use it more than others. Here’s what else they’re saying; “I use texting all the time – I work in shipping HR and deal with crew training / certification. I find a lot more people are more receptive to a quick text reminder than an email especially if the changes are last minute. Occasionally we can’t reach our crew by email / call service and have to text to make sure they receive the information and WhatsApp is also something we’ve utilized for this – free and most people have it already installed on their phones also allows for crew to send pictures of medical certificates and doctors notes if necessary.” (Jenna Woodward) “We’ve used a texting service before. It is more infrequent for when we know last minute information would need to go through. For example inclement weather and COVID updates on our office being open vs closed.” (Natalie Peabody) “We text a lot because we feel it’s most convenient for our small business workforce which is made up of many younger workers.” (Crystal Elaine) “I’ve used it informally, meaning there were no expectations, but was a convenience when we were looking for someone in the building. However, as a non-exempt member of HR, I’ve had to ask managers not to text me work stuff on the weekends or after hours.” (Emily Stasiak) “Only if the employee texts me first. I follow their lead as to how they prefer to communicate.” (Dawn Pelej) “We use a mass notification system that includes text, email, and an alert set to everyone’s desk phones. But up until now, it is only used in emergencies or when we’ve wanted to push COVID19 info out. My cell phone number is easily discoverable in our Outlook directory and in my signature line, but really no one texts me except my coworkers.” (Rebecca Vaughan) “I have used text to follow up with employees who are away from work AWOL (often likely FMLA related) where they are not responding to a email or call first or one or two prior outreaches. If it is FMLA, we just need to get supporting docs in place. People need to understand that. I use it sparingly. I always identify myself in the text – not everyone knows my number. I don’t want be perceived to be bordering on harassment, so definitely limit the number and space between texts.” (Danielle Nicoledemou) “The new generation appreciated it. It’s great for transactional or truly urgent communication. Never use it for marketing.” (Eric Freguson) Clearly there are lines drawn when it comes to the use of texting in HR. But the advantages for better workforce communications are there. A SHRM survey of companies with 100,000+ employees indicated that each one lost an average of $62 million due to inadequate communication with their workforce. That’s a huge problem! If you still rely on inefficient, over-saturated communication channels like email, your important messages are not going to get the attention they deserve. For situations like onboarding, sick notifications, announcements, open enrollment and surveys, text messaging is primed to be HR’s favorite new tool.Continue reading
2 min read
As companies begin to scramble to prepare their offices and employees for more remote work (aka work from home and WFH) due to the Coronavirus outbreak it makes sense to review some tools and tactics to ensure your HR department can communicate clearly and effectively about what to do and expect going forward. Sure, you could rely on email but times like this call for a more omni channel messaging effort. Alissa Penny, an HR consultant with A Better HR in Texas tells me that HR needs to concentrate on two things during a crisis, communicate loudly and often. She went on to say; “Loudly can mean a lot of different things for different industries, but it is essential that you are communicating your company’s stance on travel, internal policies (especially your sick/leave/PTO policies), and C-Suite messages using methods that will reach employees where they can hear you best. Maybe emails or flyers are best, maybe it’s team meetings, or maybe you have a remote workforce that would benefit from text communications. It’s most likely that a combination of the above will be the most effective. Communicating often should be a given. Employees want to know what’s going on – have things changed? What happens if a family member is affected? What critical things should I know? – communicating often helps reassure employees and reaffirms your company’s stance.” Communicate with Video, Email and Text While your employees are working remotely, it’s more important than ever to make sure everyone stays in the loop with business operations. One company I read about has started broadcasting video messages to staff with the latest information. Hopefully they are doing so through an HR texting platform to ensure those videos are seen and watched ASAP. It’s a little harder to embed video in an email anyway. Recorded videos will give workers an opportunity to catch up when they can’t make it to a live briefing, and follow on bullet points sent by HR via text message can help highlight or reinforce the key takeaways. With that in mind here are some specific channels that HR can leverage in a crisis to communicate. Group Texting: the one to many broadcast ability of an HR texting platform is perfect for organizations or teams that value speed of messaging. It’s also probably the easiest to implement. Emissary’s HR texting tool actually lets users upload a list of employee phone numbers and instantly broadcast to them. Facebook Live via Private Group: companies can leverage a private Facebook group and conduct Facebook Live video events if they want to bring their messages to life. Slack: this group messaging tool can be used via web based desktop or the slack mobile app. Create your own private channels, share documents and more. Zoom: this is the most popular way to conduct video meetings where you could have hundreds of people watching and listening. All video events are automatically recorded to the cloud. Skype: the original remote video/chat tool has come a long way and now supports groups as well as browser based calling. Facebook Messenger: if all your employees are on Facebook you can create a private group chat within the facebook Messenger app. It’s an effective communication tool. Whatsapp: another mobile based messaging tool that is popular with many countries outside of the U.S. Citrix: provides a complete range of digital workspace solutions that unify everything an employee needs to be productive into a seamless, intuitive experience. With Citrix, companies can empower people to work in a flexible, secure and intelligent way that unlocks their creativity and innovation and enables them to deliver better business results. Microsoft Teams: Microsoft’s answer to Slack. Any of the above tool are excellent for broadcasting your messages in a crisis to employees working from home. Pick the ones most relevant to your organization and keep your employees up-to-date.Continue reading
1 min read
Today, Emissary, the easiest way to embed texting into your recruiting process, is announcing its official partnership with San Francisco based JobScore an applicant tracking system and online network that privately matches people and jobs. This new integration enables JobScore’s clients to make communicating with candidates faster and more efficient. American adults text 30 times per day so it’s no surprise that using text for recruiting is making its way into the hiring process. With this new integration, customers of JobScore can text candidates from anywhere inside of the platform as well as any web page where a phone number is listed. They simply create an account then download the Emissary chrome extension to start texting. Over 1000 employers use JobScore to manage their hiring and they process over 1 Million job applications per year on behalf of their clients. Emissary continues its push to integrate with all the major ATS platforms to make text recruiting a reality in 2020 and beyond.Continue reading
2 min read
I’ve heard from a number of employers this year who are looking to scale their recruitment marketing efforts in order to attract more applicants using less resources. Many companies have small teams and recruitment marketing duties often get shifted to HR professionals who weren’t trained on the various ways to market your jobs. If you are an HR department of one you probably understand this more than anyone. As attracting talent gets more technically challenging, a number of tools and techniques have emerged to reach many candidates with the click of a button. To maximize your scaleability you’ll need a few important assets; a job XML feed that contains all of your job listings, a modern ATS and a solid social media tool. Note: If you don’t know what an XML jobs feed is, just ask your ATS. Most applicant tracking platforms provide a job feed as part of the service. Here are my top five solutions to ramping up your recruitment marketing campaigns through technology platforms. Programmatic Job Advertising: Still spending time posting jobs manually? There’s no need to with programmatic job vendors like PandoLogic, Recruitics, Joveo and others. These platforms take all the jobs from your ATS and automatically distribute them to many job boards at once. All you do is set a budget and the technology does the rest by sending money to the jobs that need the clicks. For example if a job hasn’t gotten enough applicants after a certain timeframe the algorithm will automatically start to spend more to reach more candidates. Programmatic advertising is perhaps the cheapest and most effective form of job seeker traffic you can buy today. Automated RSS Campaigns: This is one of the best kept secrets in marketing. I frequently use MailChimp to send automated email newsletters. If you have an RSS feed of jobs or blog posts you can automate that content by creating an RSS Campaign inside their platform. You simply enter the URL of the feed, choose a day and time to send it, add your logo or choose a template and press the launch button. Then once new content gets put into that feed the email goes out according to the schedule you set up. I think this functionality exists in tools like Hubspot as well. Texting: No surprise here, but adding a text recruiting platform to your HR tech stack will supercharge your efforts and save you valuable time by reaching more candidates. 90% of texts are read within 3 minutes vs. 80% of emails that are never read at all. Those are convincing numbers to make the switch now. ATS Triggers: Just about every company needs to review and revamp their automatic message triggers in their applicant tracking software workflow. This feature (which any good ATS has) sends a message via email or text to the candidate alerting them of their new status. Those messages should inform the candidate to what’s happening to their application and where they stand in the process. If you aren’t leveraging those alerts to their maximum use you are not optimizing the candidate experience. Social Media Tools: Social media management tools like Buffer, Dlvr.it and Zapier allow you to send and track job and other career content to your followers. They feature RSS publishing campaigns like I mentioned above and more importantly you can schedule and recycle important content. Zapier even has several ATS integrations with platforms like Workable, BambooHR, Greenhouse, BreezyHR and many others. Employers can set up automations called “Zaps,” to build candidate nurturing funnels that provides custom content to candidates based on their actions. For example when a candidate is added to a specific Breezy HR stag, Zapier will share the details as a Slack message. Leveraging these tactics will, for many of you, become a set it and forget it solution, thus leaving you more time to connect with those most important to you…the candidate. Do you have other suggestions on scaling recruitment marketing? I’d love to hear them so drop me a note on our contact page.Continue reading
3 min read
Recruiters, chances are you know a job seeker, or you were one yourself not too long ago. And thus, you know the plight of being lost in “the resume black hole.” For candidates, the application process seems to be where resumes go to die. But YOU know that an average job can receive up to 250 applications and the average Recruiter can typically carry 30-90 requisitions at a time. Multiply that out and you are overwhelmed. PLUS, you have to conduct phone screens AND service all of your hiring managers AND coordinate interviews, feedback, offers and communications AND attend way too many meetings AND handle an endless amount of phone calls and emails AND attend to compliance and administrative tasks AND prepare pipeline and activity reports AND make sure you’re hitting your metrics AND spend time sourcing, researching, networking and cold calling on positions that don’t have qualified applicants. You need help! Enter AI and automation. For all these reasons, AI has a growing presence in Recruiting because of its ability to automate repetitive high-volume tasks like sourcing, screening, scheduling, and communicating… and as an added bonus can even eliminate bias. But beware of some of the common pitfalls. SOURCING AI AI can sift through enormous volumes of data across your CRM and ATS, on external job boards and social profiles and can make decisions or recommendations on who out there might be the best fit for a short(er) list based on key words. Advantages: Saves immeasurable amounts of research hours scouring databases and the internet for qualified prospects to reach out to. It can also augment profiles to incorporate information from multiple sites including contact information – more research time saved. Eliminates bias by focusing only on job skills and competencies. Machine learning continues to improve results with Recruiter feedback. Where it can go wrong: Your AI may start out unbiased, but machine learning can begin to incorporate bias as it adjusts results to Recruiter feedback. It also doesn’t possess independent judgment to evaluate the quality of one’s content over another’s and therefore strong prospects may be overlooked if they have incomplete profiles, use different wording, lingo, acronyms or have highly transferable skills but lack specific key words. A colleague of mine once worked with a team in a Sourcing Center of Excellence where they compared the top recommended prospects from an AI sourcing tool to the top recommended prospects from a human Sourcer. Guess who found the best overall quality profiles? (Hint: the one with a pulse and the ability to make qualitative judgments). Lastly, depending on how the sourcing jobs are set up in the AI platform, Recruiters may need to refine the searches for machine learning repetitively for a single role across multiple geographies, rendering it completely inefficient. WHAT IS AI SCREENING? AI will scan applicant resumes for key words (a convenience for Recruiters) and can also pre-populate information into the online application (a convenience for candidates). It will weed out resumes that are the least key word rich compared to the job description. Advantages: This form of screening saves time for Recruiters in having to visually scan every applicant. It also eliminates bias by focusing only on job skills and competencies. Where it can go wrong: Again, the AI does not make any judgments on who might be the best fit, only who has the most matching key words. Also, if a resume has a complex layout, file type other than Word or PDF, fancy graphics, bullets, borders, lines, symbols, fonts or special characters, the AI may not be able to interpret it properly. So, strong candidates may be screened out through the automation and you’ve created a poor candidate experience. SCHEDULING AI can automate the scheduling process for phone screens and hiring manager interviews and sync with individual calendars. Advantages: Saves time and lots of back and forth trying to coordinate schedules and mutual availability via emails, phone calls and individual calendar management. Convenience creates a good experience for all and reduces time to fill. Where it can go wrong: Poor management of availability time slots. COMMUNICATION AI chatbots can automate the communication process, allowing candidates to get on demand answers about the company, the benefits, the process and their status in the process. Advantages: Can create a higher quality experience, when job seekers can get responses and answers to common questions. Text and chatbots can also automate and shorten parts of the apply process by collecting profile information up front during the Q&A session. Where it can go wrong: If poorly or incompletely configured, can be a source of frustration and waste of time contributing to a bad candidate experience. How AI can help recruiting? In a lot of ways, AI has made great improvements to the Talent Acquisition profession. Where it is able to sift through large amounts of data, keep people informed, shorten the process and provide convenience, it creates efficiencies of scale, enhances communication, removes bottlenecks and provides a higher quality experience for all parties. However, when used ineffectively or in place of necessary valuable human judgment or interaction, it can do more harm than good, resulting in inefficiencies, overlooking quality prospects, screening out quality candidates, and frustrating job seekers, recruiters and hiring managers. I’m also not sure AI can follow a “hire for attitude, train for skills” model. We’d love to hear your feedback. Drop us a note to tell us how your company is using AI and what advantages and drawbacks are you seeing.Continue reading
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