You’ve done the recruiting, the interviews are over, and your selected candidate is getting ready to start their new job. It’s time to start contacting the runner-ups. We all know how the email reads: not progressing with your application, future positions may be available. And that is the end of your contact. But what if we could do more, and improve our talent pipeline in the process?
Last week I had the privilege of attending #tru Dublin 2017. The event is a series of discussion tracks that present the creative minds moving international recruitment forward. Throughout the sessions, there was a definite trend towards new recruitment technologies. Recruiting is a large and diverse field, and there are new tools springing up in every direction promising the world. But how can you efficiently modernize your recruitment?
Meet Olivia. And Mya. And Arya. These three women are the latest Artificial Intelligence tools aiming to disrupt the process of recruiting. You haven’t stepped into a science fiction movie, these tools are currently available to recruiters and companies looking to streamline their recruiting process.
We’ve all been there. You applied for a job and were selected for interview. You received a generic email or call with the time and location for the interview, but you did your research. You went into that interview so well prepared you could have beaten the CEO in a pop quiz. You feel like you did well, and you are waiting for another call. You’re waiting, and waiting. In this time you start to question if the company is a great fit for you after all. Your call for interview was generic, you’ve been kept waiting for feedback, and time has lapsed since you did all of that research. If they offer you the position, is this what it will be like to work with them?
The candidate experience fuels the onboarding and success of new employees. It also creates a useful tool in building a recruitment brand for your company. A candidate who has had a great experience will think highly of your company, even if they don’t get the job. Modernize your recruiting by making your candidate experience a priority. This blog post highlights some of the ways you can reinvigorate your candidate experience to improve your recruitment.
Diversifying the workplace has become increasingly important to any company hoping to stay relevant. From growing start-ups to international corporations such as GoDaddy and Intel, companies have a rising demand for services aimed at boosting diversity and inclusion. Oftentimes, companies face a number of obstacles and lack the necessary diversity by no fault of their own. Some of these obstacles include a lack of objective insight, a limited availability of talent, and unconscious inherent bias.