Why Waste Time When It Comes to Hiring?

Why Waste Time When It Comes to Hiring?

Recruitment Tray

2016 was pretty big when it came to politics, technology and of course; celebrity deaths. So it’s quite easy to see how you may have gotten distracted with what was happening in recruitment – you’re only human.

Now that we’re half way into 2017, it’s clear to see what technology trends are shaping the way the recruitment landscape is advancing. Technology is becoming an important part of our everyday lives and it’s use in how we work should be no different.

Where do you start?

At a first glance, the amount of resource out there may seem intimidating (and at times, gratuitous). Continuous innovation is great, but can feel overwhelming when in a company that still relies on traditional methods.

Which is why i’ve put together five trends which are not just popular, but also actionable. Hopefully helping you to cut through the endless supposition out there, and provide you with ideas you can get started with today. And in a role where onboarding new staff is a time-consuming (and sometimes, dated) process, it’s important that you up-skill to avoid inefficiencies creeping into your daily routine.

5 technology trends for recruitment

  1. Embrace social profiles as applications
    Ease of application needs to be paramount as we continue to move into 2017. Your potential candidates live on social. Aberdeen Group have found that 73% of 18-34 year olds have found their most recent job through social media[1]. It’s where they will look for your roles and it’s the easiest way to interact with them. By making it so your applicants can auto-fill their information from their LinkedIn or Facebook profile to your applications, you’re streamlining a process that can usually be seen as repetitive and time consuming. The easier you make it for them, the more likely they are to complete the application. This also gives you insight into their personal profiles, keeping your system’s information up to date.
  2. Mobile recruiters
    Year on year mobile use has been growing[2], which means the majority of your applicants will be using a mobile device to search for your roles. and having a mobile optimised site won’t be enough to support your potential candidates preferred ways of applying. As applicants will need to upload files, like their CV’s, covering letters or forms of ID to register their interest, the mobile experience needs to ensure it’s catering to this. Linking properly with sites such as Google Drive or Dropbox will keep the process short and smooth and the amount of required questions to a minimum will mean applicant’s return to your site in the future.
  3. Video recruitment
    The rise in use of video in business has steadily grew over the course of 2016 and has continued to increase even more in 2017. Utilising video interviews will benefit recruiters hugely concerned with reducing the amount of time spent interviewing candidates in the early stages of high-volume recruitment campaigns. As video interviews can be conducted remotely, recruiters can much easier cater to applicants schedules, and therefore allocate time easier, whilst still being able to identify high calibre candidates. And by reducing time spent finding suitable candidates, recruiters can focus more on developing suitable candidates for clients.
  4. Inbound recruitment marketing
    Recruitment tactics will need to start reflecting marketing tactics in order to attract the top talent as we move into the second half of 2017. And as the marketing sector has started to adopt; inbound tactics are proving to be more effective than previous outbound tactics. This should be done through content strategies that draw candidates to your company with pieces that reflect their interests and that they can identify with. Keep them easily accessible by sharing on platforms like social media.
  5. Updated internal processes
    Spending time hunting through piles of CV’s or application forms slows down response time in an age when most answers are a click away, and more importantly; expected to be a click away. Eliminating paper not only updates your methods and reduces the amount of paper your company consumes. It also reduces the time and money spent managing admin whilst protecting document from going missing, ensures your information is easily searchable and kept backed up in a centralised location. This can be achieved by adopting solutions such as electronic signatures for signing off documents, CRM systems specific to recruiters needs or social media management tools.

Initiate, improve and innovate!

So, try them out! By modernising your approach to hiring staff, you’re not only ensuring that your company isn’t wasting time, but you’re directly improving employee productivity and engagement whilst creating a better talent strategy, which inevitably helps your current and future team members.

About the Author:

bio-pic

Jessie Davies is a Marketing Manager at Signable and also goes by the title “Content Queen”. Signable is an electronic signature platform that helps businesses get their documents finalised faster. As Content Queen she ensures that Signable’s customer’s resource for support, educational content and industry updates are always available and clear. Jessie also makes sure the Twitter feed is full of hilarious reaction gifs and sarcastic comments.

Website | Twitter | Facebook

References:

[1] Source - Millennial Job Search from Aberdeen Group: Getting Social Media Recruitment Right

[2] Source - Mobile Use Statistics, Smart Insights: Mobile Marketing Statistics Compilation

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Leveraging the Best of AI for Outstanding Hiring Results

Leveraging the Best of AI for Outstanding Hiring Results

Written by Laura Mather, Founder and CEO at Unitive, Inc. (Talent Sonar).

Laura Mather, Founder and CEO at Unitive, Inc. (Talent Sonar)

Every hiring team is asking the same question: is this candidate the right person for the job? This should be a fairly simple question to answer, but after the resume review and the interview are over, it’s become pretty clear that humans don’t always have the best intuition. Although we sometimes do get it right, sometimes just isn’t enough. Bad hires are hugely expensive for any organization of any size. Tony Hsieh, the CEO Zappos has estimated that bad hires cost the company “well over $1 million.” The US Department of Labor has estimated that a bad hire can cost a company at least 30 percent of that employee’s first-year earnings.

While many companies are feeling pressure to scale and expand quickly, no company can afford to absorb these losses, especially when you factor in the time and energy your current employees will expend hiring and training them.

Ineffective hiring techniques hurt your chances of finding great hires in numerous ways. Not only will you miss great applicants, or let qualified candidates get lost in the shuffle, bad hiring techniques can also translate into bad candidate experiences, meaning that you may be losing great candidates to competitors just because your hiring process was tedious or confusing.

LinkedIn Talent Solutions found that a shocking 83 percent of applicants said a negative interview experience changed their opinion about a role or a company they had once thought of positively. Not only can a bad experience influence a candidate but a good experience can have an even stronger reaction: 87 percent of respondents to LinkedIn said that a good interview experience improved their opinion of a company they had previously doubted.

When an unstructured and unreliable hiring process leaves candidates feeling confused, frustrated, or even disappointed, this can damage both our hiring outcomes and your company’s reputation. One study found that 72 percent of candidates who had a poor hiring experience shared that experience publicly on sites like Glassdoor.

So how can you leverage the best in people analytics to create a hiring system that consistently yields great hires while also maintaining a positive candidate experience? The answer lies in the careful calibration of human intuition and machine learning. While our “gut instincts” are often wrong, good HR teams are able to combine those human reactions with great data and software that guide hiring decisions but don’t dictate them.

For companies of any size, in any sector, the key to consistently successful hiring isn’t automation alone: it’s structure throughout the process and alignment at every level of the team from executives to managers and recruiters. Software can help combine these crucial components, ensuring teams are guided by the same principles and priorities so that candidates have uniform, positive experiences. Software can also stitch machine learning and AI tools into every step so they become an intuitive part of the process, instead of a cumbersome addition.

Although AI has mostly been used during resume review, this technology can and should be expanded to rest of the process, guiding how managers draft job descriptions so that they are accurate, communicate the most important aspects of the position, and will appeal to a wide range of candidates, ensuring your applicants represent the full pool of potential talent that can succeed in this role.

AI can also help continually guide HR teams back to the qualities and capacities that matter most to this position. That can mean helping interviewers create questions that are relevant, behavior-based, and consistent with other interviewers so that every candidate has a consistent experience. It can also mean scoring candidates so that HR teams can see, without a doubt, which applicants are qualified and why.

Whether you are a Fortune 100 powerhouse or a nimble and growing startup, whether you are looking for a C-Suite executive or a daring creative, your needs remain the same: find great candidates with proven abilities to succeed and convince them to work for you and not your competitor. While the objectives are clear, the task is herculean. With the structure, support, and guidance of AI hiring technologies, HR professionals are finally fully empowered to create meaningful interviews, build positive relationships with candidates, and make great decisions and find the perfect hire every time.


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Recruitment Tools: The Magic Lamp for HR

Recruitment Tools: The Magic Lamp for HR

Written by Sachin Gupta, CEO and Co-Founder, HackerEarth.

Sachin Gupta, CEO and Co-Founder, HackerEarth

Ask any business right now about their top challenges — chances are good that recruiting and retaining talent will be on the top three in the priority list. Smart organizations are aware that they’re only as good as their employees and will prioritize in hiring the best of the best for their organizations.

As technology continues to evolve, it is playing a significant role in the way companies approach the talent search and the hiring process. With companies not really carrying labels that say they are tech or non-tech anymore, finding and retaining great tech talent is what the hiring game is now all about.

According to a recent 2017 survey, finding and hiring top tech talent is what keeps the executives up at night. It has been the management’s greatest concern for the last five years. However, with recruiters latching on to online recruitment tools that are “smartifying” the hiring process, tech hiring was never easier, and never more reliable.

Time for a change

When LinkedIn and other online job applications first began to gain traction, they were considered as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital. Traditional recruiting processes often fail to acquire the best and brightest. With smart online assessment tools, recruiters are no longer limited to interviewing candidates within a limited geographical radius, and they are less likely to make bad hires based just on snazzy résumés. They don’t need to put in hours sifting through résumés that are often not a reflection the saleable skills or manually evaluating tests. There is no place for unconscious bias either.

Online recruitment tools are replacing traditional methods that don’t always work. Entrepreneurs are ready to invest big in amazing technical assessment tools that automate complex screening and recruiting tasks to add real value.

Using traditional hiring methods are deal-breakers especially for companies looking at acquiring quality technical talent. There is no one-size-fits-all approach. Different requirements warrant different tools or processes. Be it a campus recruitment drive or hiring for niche profiles, online technical assessment tools have an answer. So, what is the reason for these tools to be highly successful?

Scale

A leading retailer wanted to scale its hiring process across Indian cities. When its current hiring process did not support the rapid expansion, the global e-com leader opted for online technical assessment tool. It allowed them to have multiple administrators and enabled them to conduct multiple recruitment drives from several cities for various roles and functions. The tool allowed them to assess thousands of candidates remotely and the proctoring mechanisms ensured a fair assessment. In a span of six months, the company conducted 200+ hiring drives and assessed over 27,000 candidates in different cities.

Time

Minimizes manual filtering of hundreds of résumés thus saving time. Significantly reduces the number of interviews your technical team needs to take to find the right candidate. Prevents the number of candidates from becoming a bottleneck because any number of candidates can be tested simultaneously. This meant hiring managers and technical managers spending less time assessing candidates and wasting no time on irrelevant candidates.

Efficient campus hiring

Large enterprises usually hire developers in big numbers. Campus hiring is one of the many modes that these organizations use. Using an online recruiting tool, these companies can accurately measure the technical skills of candidates. Online tools will also help these companies to hire from different campuses across states thus achieving the numbers they want to.

Exhaustive Question Library

Some of the best tools nowadays supports multiple question types including programming, MCQ, subjective, android, and front-end programming. These libraries help companies to save time on problem setting and test candidates on assorted topics.

Proctoring measures

Recruiting tools come with the best proctoring measures which helps the recruiters test candidates remotely. These tools have built-in features like plagiarism detector, candidate snapshot, restricting multiple logins among others.

The conclusion

Hiring quality tech talent is the common denominator across all organizations. And the online recruiting tools are significantly better at finding them quality talent than the traditional processes that have been followed till now.

By using a tool such as the automated assessment platforms, even non-tech recruiters can conduct technical screening without a hitch. These coding platforms are significantly better than the processes that already exist in these companies. As these tools are easily integrable with the recruiting workflow of an organization, software giants should be happy to take this route.

To rephrase the famous saying from the movie Ratatouille, “Not everyone can become a great developer; but a great developer can come from anywhere” Make sure you don’t lose out on them.


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4 Ways Managers Can Promote Self-Motivation Amongst Their Team

I Love My Job

We are in an age when employers are waking up to the fact that pay and bonuses, while necessary, are only the basics that are needed to retain your workforce. To really inspire motivation, it is widely agreed by psychologists and experts (not to mention popularized in numerous TEDTalks) that the best way is to give employees more autonomy and ownership over their work, provide opportunities to grow and develop and inspire them with purpose.

This creates a much more challenging task for management. Aside from creating the right conditions, how can managers help inspire their team towards self-motivation?

Set goals but also milestones

Ever since Edwin Locke first revealed his 1960s research into goal setting and motivation, it has become clear that effective goal setting is a key to great leadership. Even with purpose, we all need something to work towards to boost our motivation and know we’re making progress. Aside from making your goals SMART, it’s important to recognize the value of setting milestones for each goal. Goals should be larger benchmarks which will take time (a month or quarter) to achieve. While having goals in place can boost motivation, sometimes your reports can become overwhelmed if the goal is too big. That’s where milestones come into play.

For each goal, encourage your reports to come up with the smaller milestones that will need to be completed to reach their goals. This can be as simple as:

Goal: Get 100 people to participate in our quarterly webinar

Milestones:

#1 Confirm speaker by …

#2 Create email list, invites and reminders by …

#3 Create banners for social media campaign by …

Breaking goals down into smaller steps will help your team members stay focused and give them direction if they become lost or overwhelmed. This will also facilitate the move towards greater autonomy.

Create regular learning opportunities

Constantly helping your employees develop is not only a priority for HR and managers, but also one of the main things top candidates are looking for in an employer. However, this doesn’t have to result in expensive external training.

Consider holding regular voluntary learning sessions during which you share tips and tricks on how you organize yourself, balance priorities, set goals, give feedback, or any advice you think could help your team optimize their work experience. Open it up for your team members to also share their own insights. Inviting inspirational speakers is great but, if you lack the budget or space, joining conferences and meetups or even sharing powerful TEDTalks can boost motivation and creativity amongst your workforce.

It’s ok to break the bad news, but provide a solution

While you should never avoid talking when things aren’t going well, you should always keep up the motivation to overcome these challenges by leveraging your team’s strengths. This shouldn’t be a generic “I believe we can do anything” talk, it should be honest. How do you do this? It’s essential that managers know the strengths of each of their teammates and are able to strategize about how each of these strengths can be put to use to overcome challenges as a team.

For example, if you’re not set to bring in your target number of leads by the end of the month, propose a new campaign that could utilize your PR team’s strength in event planning and your sales lead’s great oratory skills. Bonus points: Research by Gallup shows that recognizing your employee’s strengths boosts engagement and thereby also productivity, profitability and quality of work.

Allow employees to create their own purpose

Finding purpose in one’s work is one of the biggest drivers of motivation. If you really believe in what you’re doing and the impact it could have on society, you’re going to have the motivation to go the extra mile. Deloitte’s 2017 report on millennials emphasized a strong connection between employee loyalty and purpose and asserted that, “It is well documented that businesses with a genuine sense of purpose tend to demonstrate stronger long-term growth, and employees can usefully tap into this.”

For example, after experiencing a lack of development advice while working in the corporate sector, my manager, and one of the co-founders of our company, was motivated to create a solution that would enable managers and peers to provide more frequent and real-time performance feedback. Meanwhile, I joined the company with an interest in how our tool could be used to create more equitable workplaces.

Rather than encouraging me to focus only on the original purpose of our solution, my manager has encouraged my interest in this aspect of our product by supporting my proposals for research and projects on this topic. While both of us are motivated by the same purpose: providing greater access to performance feedback and growth, we are able to find motivation from different angles of the same purpose. Remember that a major benefit of diversity is the ability to see your solution from different angles. Taking each team member’s perspective into account and letting it take off has enriched our purpose and product.


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5 HR Tech Trends Shaping Your Business | Featured Image

5 HR Tech Trends Shaping Your Business

5 HR Tech Trends Shaping Your Business | Main Image

Technology continues to drive and disrupt today’s talent management strategies. As we move closer to the halfway point of 2017, we take a look at 5 key HR tech trends shaping your business.

Cybersecurity skills challenges

The widely publicised global data breach that affected the NHS last month highlights the very real risks to all businesses. After the talent shortage, PWC notes that cybersecurity is the second highest ranked concern for CEOs, with three quarters (76%) citing this it as a significant challenge in its annual CEO Survey. A UK government report also found that half of all businesses have experienced at least one data breach or cybersecurity attack in the past year, rising to two thirds of medium and large businesses. Your ability to secure your data is an increasing issue and the pressure is on HR to source talent with vital cybersecurity skills. A report from Experis found that demand for cybersecurity professionals is at an all time high, echoing an earlier survey from Robert Half, Technology and Recruitment : The Landscape For 2017 which found that sourcing tech talent with cybersecurity skills was a priority for over half of all hiring managers this year.

The ongoing debate over AI

Predictions of a jobless world have thrown the debate over AI sharply into focus but AI and automation offer a number of benefits for hiring teams. Writing in the Harvard Business Review, Satya Ramaswamy describes ‘machine to machine’ transactions as the ‘low hanging fruit’ of AI rather than ‘people displacement’.

Elsewhere, Gartner predicts that by 2022 smart machines and robots could replace highly trained professionals in sectors including tech, medicine, law and financial services, transforming them into ‘high margin’ industries resembling utilities. But it stresses the benefit that AI brings in replacing repetitive, mundane tasks and offering more meaningful work. The key is to create the right blend of AI and human skills, which HR is ideally positioned for. Gartner suggests that a further benefit of AI is the alleviation of skills shortages in talent starved sectors.

A beneficial and immediate use of AI for HR is the automation of mundane and repetitive tasks in the recruitment cycle through HR technology, allow hiring teams to focus on creating the effective candidate and employee experience that their business urgently needs.

Chatbots in hiring

Today chatbots are emerging as an essential tech tool for high volume recruitment, engaging with candidates via messaging apps with the aim of creating a more interactive and engaging hiring process. The AA was one of the first brands to feature this smart technology and this year it is predicted that chatbot Stanley will interview 2.5 million candidates. As the skills shortage continues, the chatbot offers a more direct and effective way of engaging with sought after millennials or graduate talent. Chatbots are also predicted to make HR’s life easier through simple interactions via mobile devices for both candidates and employees.

Dark data

While still in the exploration stage, dark data can offer vital insights into talent sourcing. Up to 80% of the data created is ‘unstructured’ or ‘dark’ data found in, for example, e-mails, text messages, spreadsheets and pds. At present it is not usable in analytics but AI can be leveraged to organise it into a more usable form. Last month it emerged that Apple have acquired a machine learning based company to strengthen its own capabilities in the area of dark data. Deloitte’s Global Talent Trends report for 2017 reports that only 9% of businesses have a good understanding of the talent dimensions that drive performance. Dark data may help to illuminate those dimensions.

Moving to predictive analytics

It’s not a new or emerging HR tech trend but the transition to predictive analytics is one that HR must eventually (reluctantly?) make as the skills gap in the UK widens and the availability of qualified and digitally able candidates continues to fall. Applying people analytics improves hiring outcomes, reduces the level of early departures from your business and enables HR to begin to predict and plan for future hiring needs. The first step towards predictive analytics is for tech-averse hiring teams to relinquish manual recruitment systems in favour of HR technology and begin to understand the key metrics affecting your hiring process.

Advorto’s recruitment software provides workflow and structure across the entire hiring process, offering a dynamic database of candidates and analytics. Used by some of the world’s leading organisations, it provides a straightforward first step into AI, HR analytics and big data. Start your 30 day free trial today.


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The Conversation Paradox: Why 100% of Interviews Are Biased

The Conversation Paradox: Why 100% of Interviews Are Biased

In a recent New York Times article, The Utter Uselessness of Job Interviews, Jason Dana, Assistant Professor of Management and Marketing at the Yale School of Management, explores the biases surrounding the unstructured interview process. He observes that:

“…interviewers typically form strong but unwarranted impressions about interviewees, often revealing more about themselves than the candidates.”

Throughout the article, Dana cites, Belief in the Unstructured Interview: The Persistence of an Illusion, a study he conducted in 2013 with 140 student subjects. To test the effectiveness of interviews in predicting a student’s GPA, Dana broke students into two groups. While both sets of students used past GPA and course schedule to make predictions, only one group was interviewed. The results of the study showed that GPA predictions were more accurate for the students not interviewed. In other words, the interviews muddled the data and negatively impacted the decision-making process. 

Regression analyses of the accuracy GPA predictions

Conversations Are Biased

Something occurred during the interviewing process that led the interviewer to misidentify which interviewees were best qualified and thus most likely to succeed. This ‘something’ is the collection of biases that often come up through the course of conversation or what we, at Wade & Wendy, refer to as conversational bias.

Conversational bias is the set of biases that influence the quality and quantity of data extrapolated during the course of a conversation. At a high level, it includes two key components:

  • Set of biases refers to external factors, including everything from confirmation biases and preconceived notions to physical environment and mood, that influence how a person engages in a conversation.
  • The quality and quantity of data refers to the information learned during the course of a conversation and how helpful it is in facilitating good decision-making.

The data learned through conversation is inherently incomplete and/or misleading due to the external factors and biases that influence engagement and perception. This is clearly demonstrated in the study above, where subjects were better able to identify future success for students whom they had never met over students that they had met. While not explicitly referred to as ‘conversational bias,’ the issues it perpetuates have been studied time and time again.

Interviews Are Biased

There is information asymmetry between the data learned in a job description and the data learned from a resume. Former SVP of People Operations at Google, Laszlo Bock, says about this paradigm:

“[having] a taxonomy of skills and abilities that are hard to articulate, and resumes don’t do a good job of capturing them. Employers have a set of jobs, but are terrible at both articulating what they need, and actually filtering candidates.”

Essentially, the two forms (resume and job description) used to determine a job seeker’s ability to fulfill the requirements of a job both contain incomplete data. It is for this reason that a conversation — often in the form of an initial phone screen or a first-round interview — is necessary to resolve this asymmetry. This initial conversation allows candidates to better understand the requirements of the job and allows hiring managers to gather information not found in the resume.

It is at this point in the hiring process that conversational bias comes into play.

For example, imagine a hiring manager has a full day of interviews lined up. Throughout the day, he/she becomes increasingly fatigued and, as a result, asks poorer questions and takes fewer notes as the day goes on. Because the conversation and the subsequent data gathered about each candidate is different, it becomes impossible to compare candidate to candidate accurately.

The Problem

In Dana’s Belief in the Unstructured Interview study, GPA, course schedule and an interview were used to predict future success. Results showed that the assessments were less accurate when interviews were included in the decision-making process. In effect, the interviewers were counterproductive.

The Other Problem

To fill the information gap that exists between resume and job description, a conversation must take place. Applicants need clarification on the requirements of the role, just as hiring managers need to gather information not found within the resume.

The Paradox

These problems present two interesting concepts: 1) Conversations are biased and 2) Conversations are necessary. This is what we, at Wade & Wendy, call “The Conversation Paradox.”

Looking Ahead

While the very act of conversation has been proven to introduce numerous biases, it remains a critical part of the hiring process. To date, many solutions have been proposed, such as Dana’s suggestion to use structured interviews, but these solutions do not go far enough. Rather,

  • What if there were an artificially intelligent tool smart enough to have a conversation without bias?
  • What if there were an artificially intelligent tool agile enough to converse with 100% of candidates 100% of the time?

At Wade & Wendy, we are eagerly working on this solution. To join the conversation, chat with us on Twitter… We’re passionate about conversation, after all: @wadeandwendy.

About the Author:

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy’s artificially intelligent chatbot personalities bring clarity and simplicity to the hiring process. Wade is an always-on career guide for job seekers, while Wendy assists hiring managers throughout the recruitment process. To connect, reach out to Bailey via LinkedIn, Twitter or Medium and don’t forget to join the beta list.✌️


If you want to share this article the reference to Bailey NewlanWade & Wendy and The HR Tech Weekly® is obligatory.

Solving the Job Application Black Hole with Chatbots

Written by Bailey Newlan, Content & Growth Marketer at Wade & Wendy.

ATS Black Hole

Applicant Tracking Systems (ATS) are not inherently bad — for the hiring manager. They are critical to managing massive amounts of resumes and establishing an efficient workflow. However, the candidate experience suffers. A survey conducted by CareerBuilder found that 52% of employers responded to less than 50% of candidate applications. With such little communication, candidates are left frustrated and unsure of where they stand. This is referred to as the “ATS Black Hole.”

By incorporating Conversational Intelligence into the existing process, better engagement, better communication and transparency can be realized.

Conversation with Wendy in Facebook Messenger screenshot
This is how a conversation with Wendy, our conversationally intelligent chatbot, begins in Facebook Messenger.

Here’s How the ATS Fails Candidates

When an individual applies for a job, his or her resume is sent into a company’s ATS. Through matching algorithms and keyword extraction, a shortlist of candidates is generated for the hiring manager to review. These algorithms fail to take into account spelling errors and deviances in word choice (explained in more depth here). Because matches are generated exclusively through one-dimensional data, hiring managers’ understanding of candidates is distorted.

The result: Very few qualified candidates make it past the ATS and to the interview stage.

This problem is further compounded by the ease of the application process. In response to mounting candidate frustrations with lengthy applications, many employers now offer “Quick Apply” or “1-Click Apply” options. While this significantly lowers friction for applicants on the front-end, they are actually worse off in the long run. Employers are receiving more and more resumes, but, due to the simplicity of new application processes, they now have less data from which to draw conclusions.

In a world where candidates expect engagement and transparency, they are getting less and less.

On average, a single corporate job opening receives 250 applications. With an influx of resumes to review and no uptick in resources with which to process them, hiring managers cannot possibly respond to each individual applicant. In fact, of those 250 applications, only four to six will be called in to interview. As a result, most candidates receive zero communication, experiencing what has ubiquitously been labeled the “ATS Black Hole.”

Here’s Where Conversational Intelligence Comes In

Conversational Intelligence transforms the application process from something static to dynamic. At Wade & Wendy, we believe artificial intelligence is at its best when used conversationally. Our two chatbot personalities are built with this in mind. By creating a space in which conversations can occur, chatbots have the power to drastically improve the application experience.

Chatbots can engage every single applicant at any point in time.

Immediately following submission of their resume, candidates are directed to have a conversation with a chatbot through either text or Facebook Messenger. This introduction allows for a much friendlier first point of contact. Rather than receiving a “Thank You for Your Application” message from a “do not reply” email address, you meet Wendy. Here, candidates can inquire further about the company and the job itself.

At Wade & Wendy, we have designed each of our chatbot personalities to be conversational and inviting. Conversational Intelligence has the power to make a notoriously stressful and automated process fun and distinctly personable, especially when emojis are involved 🙌.

Chatbots give every candidate an equal chance at landing an interview.

Chatbots provide context and depth around the static data gleaned from the ATS. Because every candidate can be engaged via chatbot, algorithm mismatches, various misspellings and differences in keywords no longer hinder a strong candidate from getting in front of the hiring manager. Chatbots, like Wendy, allow candidates to provide context to their resume; they have an opportunity to explain properly a successful project that would otherwise be summed up in a mere bullet point.

Candidate Chats with Wendy
Here, the candidate is able to give Wendy more details about her experience with open source projects.

A candidate’s experiences and skills cannot always be properly communicated in a resume. On top of that, the ATS responsible for gauging a candidate’s ability to do a job utilizes flawed algorithms and thus provides flawed recommendations. Conversational Intelligence allows candidates to best communicate who they are and what they can do, while also overcoming algorithm flaws within the ATS.

About the Author:

Bailey Newlan, Content & Growth Marketer at Wade & Wendy

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy’s artificially intelligent chatbot personalities bring clarity and simplicity to the hiring process. Wade is an always-on career guide for job seekers, while Wendy assists hiring managers throughout the recruitment process. To connect, reach out to Bailey via LinkedIn, Twitter or Medium and don’t forget to join the beta list.✌️


If you want to share this article the reference to Bailey NewlanWade & Wendy and The HR Tech Weekly® is obligatory.

Most popular HR software: How location and business size affects app choices

Most popular HR software: How location and business size affects app choices

Written by Karen McCandless, GetApp.

HR Employee Management

Once upon a time, the HR market was dominated by a few big name players. The likes of ADP, Oracle, or SAP were the main choices available to businesses, large and small. This has all changed, with cloud HR solutions becoming mainstream, and a raft of new entrants shaking up the status quo.

To find out more about exactly what criteria small to medium businesses in different countries are using to select their HR solutions, we turned to data from GetApp users to find out which were the most popular apps.

We found that businesses of 1-50 employees favor cloud-based HR software from startups like themselves, that are new to the market but that promise innovation, and simple pricing plans – often with freemium option.

There is some continuity with businesses of 51-500 employees, with these size of businesses still choosing smaller HR outfits, but ones that have more of a presence in the market, such as Jobvite and Greenhouse.

As businesses grow, it makes sense that they would favor companies that cater towards that end of the market, and that is exactly what we saw with GetApp users of 501-1000 employees. Another interesting trend was this was the first learning management systems featured among the most used apps.

In terms of country HR software usage, British and Canadian users favored apps either based in their own country, or that had a strong presence there.

HR software usage trends

With this in mind, we at GetApp – a startup ourselves with an agile, cloud-based HR system – wanted to find out just whether this would hold true for for our users – whether small businesses in different countries are really choosing these new entrants to the market over the big-name brands.

To test this theory, we used data from the “I Use This” feature on the GetApp website (screenshot below) to find out what is the most popular HR software among our users. (For a detailed methodology on the way that we collected and analyzed this data, see the methodology section at the bottom of the article.)

The approach we took to this was two-pronged: we looked at apps used by different business sizes – varying from solopreneurs to companies of up to 1000 employees – and also at software used in different countries (the U.S., UK, and Canada) to see what insights we could glean.

We grouped together HR apps of all flavors – from talent management, to scheduling, to performance management, and more – to analyze the approach that companies are currently taking towards managing their human resources.

Key Findings:

  • Businesses with 1-50 employees favor newer, more agile HR apps, with lower pricing points
  • Companies with 51 employees and more look for more well-known HR names, combined with innovation
  • Businesses are still adopting point solutions for areas such as recruitment, rather than all-in-one HR apps
  • Adoption of learning management systems is much higher in companies with more than 500 employees
  • Outside of the U.S., companies favor local HR solutions.

Most popular HR software by business size

When splitting HR app usage according to business size, what became apparent was that there is no clear market leader for companies of up-to 1,000 employees. Each size of business had its own preferences, with no runaway leader in any category. This differs from other industries such as accounting, where a few big-name vendors dominate.

There is also no mention of the legacy HR heavyweights that were initially built on premise, such as Oracle, ADP, SuccessFactors (now part of SAP) – or newer cloud-based market leaders such as Workday. Halogen TalentSpace is the only HR app popular among GetApp users to feature in analyst firm Gartner’s Magic Quadrants for HCM or Talent Management, which are focused on the enterprise market. Businesses across the board (up to 1,000 employees) are favoring newer, native cloud software for the HR market.

Where we can see a trend start to emerge is in the type of HR apps used by businesses of less than 50 employees, compared to companies of 51-500, and then again with organizations of 501-1000 employees. We’ll dive into these trends in more depth now.

Businesses of 1-50 employees: startups for startups

When looking at the apps used by businesses of 1-10 employees and 11-50 employees, the most used HR software is consistent, with Zoho Recruit, Breezy HR (formerly Nimble HR), Workable, and Crelate Talent all featuring in the top five for both company sizes.

Delving more deeply to find out why this may be, we noticed that all these HR apps all recent entrants to the market. Breezy HR was founded in 2014, Workable in 2012, Crelate Talent in 2012, and while Zoho as a company was founded in 1996, Zoho Recruit was a more recent addition in November 2009.

All of these apps are natively built for the cloud, cater to small businesses, and market themselves as relatively straightforward and simple software.

Pricing options

Another similarity with the most popular HR software for businesses of 1-10 and 11-50 is pricing. Several solutions offer a free option with limited features, making them useful for startups and small businesses with budget constraints.

In terms of Zoho Recruit pricing, it currently (as of April 2017) offers a free plan for one recruiter with basic ATS functionality, such as scheduling interviews. Even for the most expensive price plan, it’s only $50 per recruiter per month. Zoho can also be seen as a safe pair of hands, with its long company history and large suite of products.

Breezy HR keeps its pricing plans simple, with all of them including unlimited users and candidates. The plans differ according to the number of active jobs. As of April 2017, for one active job, the HR app is free.

While Crelate Talent doesn’t offer free options, its pricing is affordable for small businesses.

Hiring platform Recruitee – one of the most used apps by businesses of 11-50 employees- doesn’t offer a free version, but has competitive pricing options covering the varying needs of different company sizes. It’s still a very new company – set up in mid 2015 – but has already been garnering a lot of positive coverage in publications such as Entreprenuer and Inc.

Workable doesn’t cater solely for this end of the market, but its simple tools, mobile-first approach, and raft of integrations make it an attractive choice for small businesses.

All-in-one HR

Zenefits is the only piece of software on the list (third most popular HR app by businesses of 1-10 employees) that isn’t strictly targeted at simplifying recruiting or talent management. While it originally focused on benefits management, it has since expanded to cover onboarding and employee scheduling. Despite experiencing several scandals and setbacks in 2016, Zenefits emerged as the most well-funded HR tech company in 2016.

Key takeaway: Businesses with less than 50 employees broadly go for the same kind of HR apps that are cloud-based, have affordable pricing plans (often with a free version), and are relatively new to the market.

Businesses of 51-500 employees: innovative new entrants

As the business size grows, the trend swings towards HR software that, while more established than the above startups, is still making waves in the industry due to its innovation and high-profile customers. The most popular HR software for this company size also caters for a wider range of business sizes than the favored apps for businesses of 50 and under.

Jobvite and Greenhouse are two applicant tracking and recruitment apps that are popular with companies of between 51 and 1000 employees.

While Greenhouse is a relatively new entrant to the market (founded in 2012), thanks to a raft of positive media coverage and some high profile customers (Airbnb, Evernote, and Pinterest), it has already made a name for itself in the recruitment industry. Part of Greenhouse’s strategy is based around having an open platform that easily integrates with any other tool you might use for recruitment.

Analytics-driven recruiting platform Jobvite has been around longer (since 2006), and is aimed at both small businesses and enterprises. The app also boasts an impressive client roster, including LinkedIn, Spotify, Etsy, and Verifone. Jobvite’s product offering aims to cover everything from sourcing to hiring to onboarding.

The company continues to innovate by partnering and adding new features, such as integrating with Accurate Background services to allow companies to carry out employment background checks, drug testing and verification services from within Jobvite.

Workable is the one constant across businesses all the way up to 500 employees, as it is another app that caters for a wide range of business sizes.

HR suite adoption

One trend that we see solely with businesses between 51 and 200 employees is a higher adoption of all-in-one HR suites, with BambooHR and Namely both ranking in the top five.

This contrasts with the higher adoption of recruitment and talent management suites among smaller businesses, and a focus on learning management systems in businesses of more than 500 employees (more on that later).

Key takeaway: Businesses of 51-500 look for software that caters for a wide range of business sizes, and that may already have well-known clients. They also put more emphasis on all-in-one HR systems.

Businesses of 501-1000 employees: household names

The trend we see as company size increases is to go for software from more established companies that have been on the market for longer. One example of this is Bullhorn, which is favored by companies of 500 employees and over. Bullhorn originally made a CRM for staffing and recruiting firms, before moving into applicant tracking systems.

Further evidence of this is Halogen TalentSpace, which is the fourth most popular app among companies of 201-500 employees. This software, which came to market in 1996, is regularly named as a visionary in Gartner’s Magic Quadrant for talent management. Testament to its success, it was acquired by Saba in early 2017.

Another data-driven recruitment app that is popular with larger businesses is JazzHR (fourth most popular among businesses of 501-1000 employees). Formerly known as The Resumator, it positions itself as a scalable recruitment system, suitable for small businesses but also applicable for growing companies.

Emergence of LMS

Learning management system software makes its first appearance in the most used apps among companies of 501-1000. Mindflash and Accord LMS’s appearance on the list at this points suggests that smaller businesses may be slower in their adoption of LMS.

Key takeaway: Businesses of 501 employees and up tend to favor more well-known and established HR software, and they also start recognizing the importance of learning management systems.

Most used HR software by country

Using data from the U.S., UK, and Canada across all businesses from 1-1000 employees, we found that Breezy HR and Zoho Recruit were particularly popular among GetApp users in all three of these countries.

Zoho Recruit was a favorite in both the U.S. and U.K. (even placing just out of the top three in Canada), while Breezy HR was popular among users from both the U.S. and Canada.

America first

Given the wide range of choices for apps headquartered in the U.S., it was interesting to see India-based Zoho Recruit there in addition to U.S.-based Breezy HR and Crelate Talent.

Canada’s choices

Looking at the choices for Canada, Toronto-based hiring solution Fitzii is popular among businesses in this country, suggesting that there is a preference for local software providers in the HR market, or at least those that have a strong presence there.

Further confirming this, Bullhorn is the second most popular HR software in Canada. While it may not be based in Canada, it has a strong presence in the country, through its partnership with Workopolis, which is Canada’s leading career website. It also already provides applicant tracking functionality to many leading firms based there, and has an office in Vancouver.

UK-based software

In the UK, aside from Zoho Recruit, Workable and Calamari leave management software are the most popular HR software in the country. While neither of these companies are British, both were founded in Europe and have a strong presence in London.

Workable was founded in Athens, but opened an office in London shortly after, before expanding to New York, Boston, and now San Francisco.

However, a plethora of British-based HR software companies such as CakeHR, CIPHR, WeThrive, PARIM, and Findmyshift just missed the top three position, further highlighting the preference for local companies in the market.

Key takeaway: In markets outside of the U.S., countries are showing a strong preference for local software to help manage recruiting and HR needs.

Conclusion

Our findings from analyzing data from GetApp users indicated that the original hypothesis was true: that small to medium businesses in the HR space are opting for new entrants to the market over the more-established brand names, and that they are choosing apps built for the cloud.

Our data also indicated that these companies prefer HR apps based in their own country, or that have a very strong presence there.

If, after reading this report, you’d like to invest in a cloud-based HR app for your business size or from your country, we can help. Here are the next steps.

From our list of HR apps, you can filter by country:

You can also filter by business size:

For a full list of the most popular HR software in these categories, or to reuse any of the charts above, please contact karen@getapp.com.

Methodology

To put together this report, we analyzed data from signed in GetApp users that had selected the “I Use This” option for a particular app on the site. We counted the number of individual users that had selected these apps and segmented according to business size and country. The sample size for each segment differed and we used absolute numbers on our graphs to represent the most used. We then looked into the three most used apps per country, and five most used per business size.


Source: Most popular HR software: How location and business size affects app choices (GetApp report)

How Conversation Bridges the Gap Between Job Description and Job Seeker

How Conversation Bridges the Gap Between Job Description and Job Seeker

Written by Bailey Newlan, Content & Growth Marketer at Wade & Wendy.

From Ambiguity to Clarity, Through Conversation

Resumes, social profiles and job boards are two-dimensional tools used to present four-dimensional individuals. Each is incapable of communicating your whole story. You are more than a string of keywords and you are more than the templated “Experience” section on LinkedIn.

When people are boxed into these two-dimensional frames, valuable context is lost, leading to a series of frustrating interactions between job seeker and hiring manager. On average, it takes 52 days to fill an open position — a drawn out process wrought with miscommunication and missed opportunities.

How do you communicate the abstract in one bullet or less?

For any given bullet point on a resume, there are a hundred ways to say it. For example:

  • Used Java to build features for a platform
  • Supported a platform with Java
  • Chose Java to build a platform on

Each effectively showcases experience with Java. But, what is a job seeker’s relationship to Java and how does that exhibit what they can really do? Yes, the Java requirement is met, but what kind of person is best-suited for the role? The keyword “Java” falls short of showing how a job applicant and the job itself fit together. This form of static representation is fundamentally limited due to the job seeker’s inability to provide context around their skills, passions, motivations and career goals.

How can you land your dream job when using vague language to apply to an equally vague job description?

Job descriptions are two-dimensional and fall short of providing job seekers clarity around a position. To cast a wide net, job descriptions are often written with vague requirements — carefully crafted with generic keywords, so as not to discourage anyone from applying. Naturally, this results in unclear expectations. Another issue arises when goals and needs shift, yet the job description remains the same. Unfortunately, this kind of moving target is all too common.

This widening chasm between what a job description says and what hiring managers are really looking for in an applicant causes job seekers to create vague resumes and profiles to ensure they will not be overlooked.

By summing oneself up in a string of bullet points, laden with just the right keywords, context is lost and true understanding is clouded. Having to position yourself to meet a set of vague requirements, neutralizes the magic of you.

What can we do about this?

On both sides of the hiring process, there are fundamental flaws. Only by bridging the information gap that presently exists between hiring managers and job seekers, can we:

  1. Facilitate better understanding of a job outside of its description
  2. Better understand a job seeker outside of his or her resume

This is best achieved through conversation. Flowing dialogue and follow-up questions are effective mechanisms for drilling down and extracting the “Why” and the “Who are you really?” Going past the resume and job description allows both job seekers and hiring managers to make better decisions. We must go beyond the two-dimensional modes of expression. We must find clarity. We need better conversations.

About the Author:

Bailey Newlan, Content & Growth Marketer at Wade & Wendy

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy’s artificially intelligent chatbot personalities bring clarity and simplicity to the hiring process. Wade is an always-on career guide for job seekers, while Wendy assists hiring managers throughout the recruitment process. To connect, reach out to Bailey via LinkedIn, Twitter or Medium.


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HR and Business Are Looking for Data Analytics and Insights

Stacey Browning, President of Paycor

Today our guest is Stacey Browning, President of Paycor.

Since 2001, Stacey has played an integral role in every aspect of Paycor’s operations. As president, she fosters collaboration across the business and ensures executional excellence in product development and service delivery.

Paycor is a trusted partner to more than 33,000 small and medium-sized businesses.Known for delivering modern, intuitive recruiting, HR and payroll solutions, Paycor partners with businesses to optimize their people management.

Paycor’s key areas of specialization include Payroll Management, Human Resources Solutions, Benefits Administration, Time & Attendance Solutions, Tax Filing & Compliance, Workers’​ Compensation and Employment Screening Service.

Recently Paycor announced Workforce Insights, a new data visualization solution that extracts rich and actionable insights from people data to bring valuable C-level and operational insights to key business stakeholders.

The interview is hosted by Alexey Mitkin, Founder, Publisher and Editor-in-Chief, The HR Tech Weekly® Online Media Co.

  1. Hi Stacey, and first of all thank you very much for this interview with The HR Tech Weekly®. Straight away, why you have developed Workforce Insights and how it will complement other Paycor products?

Our innovation is driven by uncovering ways to better serve our clients, and Workforce Insights is no exception. Last August we surveyed our clients about the features they wanted to see in future product releases. After reviewing more than 1,000 client responses, we found that the overwhelming majority were looking for data analytics and insights.

In addition to evaluating our client’s feedback, we also looked at industry trends that show HR professionals are striving to prove their strategic value to executives. One way we can help them is by organizing their key people data in a manner that helps with business execution.

For example, through the Workforce Insights overtime dashboard, information from our time platform is correlated to OSHA incidents reported on in our HR platform. Leaders can uncover safety thresholds exceeded by location, department or manager to home in on where a performance issue may be occurring.

  1. What key benefits and advantages does Workforce Insights have when compared with other tools on the market?

Most other tools on the market force standard charts and data visualization. Workforce Insights allows customers to view their data in the way that is most impactful for their unique business needs.

Another key differentiator is the one-click sharing functionality. Users can take their insights and share that information with the appropriate parties without having to import or export data. The custom reporting and one-click sharing allows users to not only have access to the data, but to make it meaningful and actionable.

  1. Why do you think small and medium-sized businesses need their own HR technology solutions?

Employees at small and medium-sized businesses (SMBs) are often forced to wear multiple hats, and sometimes that even means taking on responsibilities like payroll. HR technology solutions help relieve the administrative burden of payroll and benefits while ensuring reliability and security, while also protecting against the risk of compliance infractions.

What Paycor offers seems to be what’s desired most by SMBs – a platform or suite of functionality at the right per-employee-per-transaction and per-month price point that doesn’t require a customization. A solution that can be implemented and have value derived in three days to three months, and that can adapt with them as their organization grows.

  1. Paycor has run its operations since 1990. How have your clients needs during this period changed, and what is the secret sauce for long-term success?

Since 1990, the technological needs of our clients have changed dramatically. In 1990 computers were large and expensive, “the cloud” didn’t exist, and phones were connected to a landline or, for a select few, in a bag in your car. Since then, clients have had to react to the demands of their workforce; faster access from any device, and our products have had to evolve accordingly.

Our secret sauce for long-term success may be the only thing that has remained the same since 1990 – putting our clients first. We were founded because our CEO believed there was a better way to serve the needs of our clients, and it’s that passion that still drives us today.

  1. Achievements in big-time sports are based on grassroots sports. What can you recommend to HR Tech startups on how to get into the highest league?

The energy around new HR tech offerings through start-ups informs the entire industry. For some of these startups, success looks like being acquired into a larger company and human capital offering. For those wanting to progress into a higher league more independently, I recommend having an openness to partnerships and distribution options, and feedback to the offering itself. The best emerging technologies in HR are built and market-tested quickly.

  1. Since its founding, Paycor has grown to 1,460 people onboard. What do newbies need to know about the company in order to have a successful career with you?

First, excel at the job you are given, and then look for ways to take on more responsibility. It can be dangerous to be too eager to move to the next level without first nailing the task you are given. At the same time, becoming complacent doesn’t allow you to be a change agent in the organization.

To take on that next challenge and excel to the next level it is critically important that associates know and own their personal brand. Your personal brand is what people say about you when you leave the room. Think about the impression you want to leave, and make it.


If you want to share this interview the reference to Stacey BrowningPaycor and The HR Tech Weekly® is obligatory.