Is AI Really A Threat To Jobs?

Artificial Intelligence | The HR Tech Weekly®

Has the future obliteration of jobs by automation been over-exaggerated? At the end of last year Bank of England Governor Mark Carney warned that up to 50% of UK jobs could be wiped out by automation. A recent report suggests that so far the AI-jobs apocalypse has yet to materialise.

Recent research from the Chartered Institute of Ergonomics and Human Factors (CIEHF) together with CV-Library found that two thirds of businesses had not yet witnessed job losses due to automation. Over a third believed that automation had actually increased the number of jobs available.

This is a view broadly supported by Deloitte. In 2015, it highlighted the benefits of automation and its ability to create better quality jobs by removing tedious and dull work which increases the potential for errors due to boredom and distractions. Its research also noted that as a result of automation:

  • 3.5 million low risk jobs have been created since 2001, compared to 800,000 high risk jobs lost.
  • Each new low-risk job pays a salary £10,000 higher than the high risk job it replaced.

This does not alleviate concerns over automation. The CIPD’s Employee Outlook Survey also notes that nearly a quarter of employees are concerned that their job – or parts of it – may be automated within the next five years. Similarly, PwC’s UK Economic Outlook predicts that 30% jobs in the UK are at risk from automation by the early 2030s. Like Deloitte, however, it notes that the nature of available jobs will change. Sectors at highest risk of job losses through automation include transport, manufacturing, and wholesale and retail. Education and health and social work and education are at the lowest risk of being replaced.

Ongoing resistance to AI

The CIEHF/CV Library survey reports a ‘resistance’ among employees to automation as employers are failing to communicate its benefits effectively and HR remains one of the most reluctant to positively embrace automation within talent management strategies. Deloitte’s 2017 Human Capital Trends Survey found that progress towards people analytics in the last year remains stubbornly slow. This is perhaps unsurprising as nearly half of recruitment professionals are still not using applicant tracking software in hiring processes.

HR must first acknowledge the advantages of automation in recruitment to communicate its benefits more effectively. In hiring processes, this means the automation of mundane procedures, including personalised e-mails to job applicants, effective, streamlined screening to reduce unconscious bias and insights into key hiring metrics that impact your ability to hire. It also enables hiring teams to create a more effective onboarding processes to improve retention of new hires.

But why is HR so reluctant to embrace technology?

An article in the Harvard Business Review suggests that the resistance to AI is twofold. To accept and take advantage of automation, consumers must trust both in the technology and in the business delivering the innovation. In recruitment that means HR must have confidence in the supplier of recruitment software and its ability to deliver benefits to its hiring process.

The article also highlights three key points which are essential to gaining that confidence:

Cognitive compatibility : In other words, make it easy to understand. The more complex the nature of the technology, the less likely consumers are to trust its ability achieve desired goals. For HR, that goal is to streamline hiring processes to ensure not only faster hiring but a better quality of hire.

Trialability : A trial of potential new technology helps to understand the benefits and reduce any reluctance to embrace technology.

Usability : To encourage buy-in among tech-resistant hiring teams, technology, especially HR software, must be easy to use.

Recruitment software aside, as companies continue to invest in technology it is vital to maintain employee buy-in and foster trust by investing in upskilling employees to equip them to use digital skills in the workplace. The UK faces a significant digital skills crisis in addition to a wider talent shortage but employers are failing to invest in the necessary training to equip employees with vital skills. Training and development is essential for businesses that wish to not only retain but to continue to attract talent to their brand. It will also go some way to overcoming ‘resistance’ to technology in the workplace.

Ethical concerns

Overcoming ethical concerns is an issue that HR must consider in the future.

The EU[1] has proposed the creation of a European agency to provide technical, ethical and regulatory advice on robotics and AI, including the consideration of a minimum income to compensate people replaced by robots and a ‘kill switch’ for malfunctioning AI systems. A similar concern was recently expressed by the International Bar Association which warned that AI could ultimately lead to the introduction of legislation for quotas of human workers in the future[2].

While the debate over the benefits of AI at work continues, there is no doubt about the struggle that employers face to hire and retain qualified candidates. HR software is HR’s first step towards embracing the benefits of automation and creating more effective talent management strategies.

[1] MEPs vote on robots' legal status - and if a kill switch is required

[2] Rise of robotics will upend laws and lead to human job quotas, study says

A version of this article first appeared on Advorto’s website.

 

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TLCon: Talent Acquisition and Retention in Retail, E-tail & Hospitality

TLCon: Talent Acquisition and Retention in Retail, E-tail & Hospitality

More so than in any other industry, retail, e-tail and hospitality are utilizing HR technology in order to service large volumes of recruitment, whether it’ll be retail staff, waiters in the hospitality industry or STEM professionals to recruit, manage and retain staff. So much so there are dedicated apps created just for this industry that places talent acquisition professionals at the forefront of innovation in recruitment.

On the 11th May, talentleadersconnect. will be hosting one of our most popular sector-specific events, TLCon: Retail, E-tail & Hospitality giving 70 ‘Head of People/Talent, in-house recruitment, HR and talent acquisition professionals’ the opportunity to learn, share and network around a theme that is getting more and more important each year. The agenda will have case studies, research and thought leadership from the likes of Caffe Nero, Sofology, Exsurgo, 106 Communications, The Chemistry Group plus more.

We kick the day off with Ben Gledhill formerly of Sofology (now Manchester Metropolitan University) addressing the distinction between the tech candidate of 2005 and 2017. The talent acquisition strategy has changed significantly as we go a more direct sourcing route and he will be sharing what works well and what does the future look like.

We’ll then get more traditional with Nikki Brain from Exsurgo, looking at the importance of the store associate role and how the expectations around their knowledge as well sales through service is ever key to the entire customer service relationship. Candidate & employee experience has a huge impact on the customer service and can be costly if not implemented right.

Which brings us on to bots! Henry Davies, founder of 106 Communications will be talking you through how bots can make your employer brand work harder to attract and retain the right people. In many ways they can make you a more engaging employer (e.g. here is Yasar Ahmad, Wipro’s Head of Strategic Hiring recruitment bot) and Henry will talk through this in more detail. I’d bet a bot would be really handy for high volume recruitment. To back this up, Will Hamilton from LaunchPad will be discussing the impact of AI and Machine Learning in recruitment and what this all means for your profession.

We shared cut-e’s dedicated talent assessment app for the retail industry above; Howard Grosvenor will talk you through how some of the world’s best companies are doing talent assessment and how you can apply it to your own organisation. Furthermore, Nicky Brimmer from Chemistry Group will be talking on predicting people performance with the retail sector and how you can go beyond hiring for attitude using an objective data-led approach.

Finally, Shereen Daniels, Head of HR for Caffe Nero will be talking about how she fosters belonging at work. A really intriguing talk that will discuss how the baristas at Caffe Nero call work their home and not their job, this is one not to be missed.

There’ll be a buffet lunch and plenty of time to network with your peers around all these topics so join us on the 11th May with your complimentary ticket at TLCon: Retail, E-tail and Hospitality.

Useful Information:

Date: 11th May 2017, 8:15am to 1:30pm

Venue: Foyles Bookstore, 107 Charing Cross Road, WC2H 0DT

Theme: Talent Acquisition and Retention in Retail, E-tail & Hospitality

Contacts: Edie Kalman, Events Manager, edie@talentleadersconnect.com

Twitter: @TLCon_

Hashtag: #TLCon

talentleadersconnect. is the largest Talent Acquisition & HR event series in the UK & Europe. The events combine industry leading keynote talks, interactive discussion sessions and relaxed social networking opportunities

Benefits Of Working From Home | The HR Tech Weekly®

Benefits Of Working From Home

night-owl-man-working-on-computer-at-night-picjumbo-com

Working from home is not an easy walk. It’s different from what other people think about a remote worker. It requires more discipline and responsibility, more self-motivation, self-engagement, and self-control. It gives you less freedom while many think opposite. And finally it may give you more working hours in fact with an early start, later end and less breaks.

So, why a lot, lot of people make their choices for working from home? Why companies tend to hire remote workers? What benefits it gives to both sides? How it is influenced by the economy and technology? What is the best way to organize the remote work both for employers and for employees? A lot of questions…

Gig-economy or on-demand economy and digital technologies give people new exciting opportunities, from one hand, and determine their choices from the other one. Relations with remote and contingent workers and organizations became more contractual, more entrepreneurial, and more like with the third parties before the world of work has changed.

Modern HR technologies allow organizations to keep people engaged, stay connected, let them feel on board and be a part of the team while staying miles away. But it’s harder than just control over the process and results. It requires new hard and soft skills from HR and line managers.

The new infographic from Nucleus gives us an overview on a phenomenon of the remote work as well as some insights about new challenges for managers and workers, and technologies that could help to organize it better.

Nucleus Smart Office Solutions


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Unlocking Business Growth through HR and People Science

Unlocking Business Growth through HR and People Science

Written by Adam Hale, EVP of Sage People.

Why fast-growth companies are bounding ahead?

For businesses to sustain growth, be more productive, and attract and retain the best talent in today’s increasingly global and competitive climate, they need to use data intelligently. Data analytics has been happening for a long time in marketing, sales and finance, but now we’re seeing HR wake up to the benefits. Traditionally, HR functions capture information about employees passively in order to meet legislative requirements but organizations are now realizing it has far more potential with data analytics which is also leading to the rise of the Chief People Officer role.

While 83% of HR leaders recognize that all people decisions should be based on data and analytics, the reality in the workplace is very different. Recent research Fairsail (now Sage People) conducted amongst 500 global HR leaders for its report ‘The use of people science in fast growth companies’ showed that only 37% of those surveyed claiming to already use a data-centric approach.

Why fast-growth companies are bounding ahead

However, there is one business group making the most of its people science capabilities: the fast-growing ‘gazelle’ organizations – companies which have increased their revenues by at least 20% annually for four years or more. The research shows that these organizations are far more advanced in HR than the average company. They have full HR automation (80% v 53%) so they can report faster and more easily on a range of influential HR metrics. If asked to report on headcount within a single day, 84% can do it; that’s 16 percentage points better than non-gazelles. They can more easily report on high potential employees (58% v 42%) and on personal growth (58% v 41%).

These gazelle organizations can see what’s working and what needs to change and can take action confidently to make sure they’re supporting employees to achieve their potential. While gazelles are the one’s bounding ahead, all is not lost as almost every organization we spoke to did have an awareness of the potential to use people and HR data to improve their business.

Use Chief People Officers to close the gap

Even if they haven’t yet marshalled it effectively or decided exactly how they’ll use it, a staggering 92% said they’d like to use people science to improve their business. And another 65% said that in the next 12 months they need to achieve greater data visibility.

The research also positively showed a movement across all organizations to make a highly visible change that reflects the shift to a people focus: 17% have appointed a Chief People Officer to put people science at the heart of their business. The gap between the gazelle approach and the non-gazelle approach looks set to narrow in the very near future, as all businesses take action on their ever-growing awareness of the importance of people analytics.

Tap into data to unlock rapid growth

So what can we learn today from these market-leading organizations? Seeking and seizing opportunities and using every lever a company can get its hands on to improve performance is the key to rapid growth. Organizations shouldn’t be afraid to explore the latest people thinking, or adopt the tools that gather data and turn it into business intelligence. The challenge is to put systems and tools in place to collect and analyze it for tangible benefit – as 31% revealed, they don’t currently have the right technology in place to interpret the necessary people science. Automation helps companies move away from old-style HR with its laborious administration and manual processes and spreadsheets. With this, people teams should be able to explore the workforce data to understand what employees want and need. They can take action to provide great workforce experiences that makes the most of talent to fuel productivity and business growth.

To read the full ‘The use of people science in fast growth companies’ report, please visit www.fairsail.com.

About the Author:

Adam Hale, CEO at Fairsail

Adam Hale, EVP of Sage People, previously acted as Executive Chairman and Non Executive Director having spent over 30 years in the technology industry. He was formerly Head of Software and European Technology at Russell Reynolds Associates, the leading executive search firm and before that ran large system implementation projects at Accenture. Adam is also a committee member of the Technology Leadership Group (TLG) for the Prince’s Trust.


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3 Ways HR Will Evolve in the Future

3 Ways HR Will Evolve in the Future

Believe it or not, automation is changing our entire lives, the way we live, think and work. As quoted by Mr. Abhijit Bhaduri, author of Digital Tsunami, “Humans resist change, machines don’t.” We are at a age where we no longer can nor should resist change. That said, technology is also massively impacting the HR functions. Most of the traditional support functions of HR, such as payroll, attendance etc. are being automated. Adding to the progression, chatbots are further driving more engagement with its personalized attributes, and is further adding up to redefining the HR role.

Ripples in the Water

One might wonder, will the rapid pace of digitization re-define HR? Of course yes, with millennials making up more than half of the current workforce — and predicted to make up 75 percent by 2020 — HR has to embrace technologies to keep at par with employee and business demands.

The Effect of Big Data

A lot of work in HR used to be related to adherence to compliances and therefore, huge amount of work related to paperworks was involved. But, now things have changed. Online portals and platforms provide HR with all the information that they need. Today’s technology gives HR professionals access to the power of Big Data and changes the way businesses understand their customers, build their own brands and communicate to prospective employees.

One of the boons of Big Data is Predictive Analytics. In big corporations, it is very difficult to keep a track of each employee. Predictive analytics enables HR to understand which employee needs an additional training.

High Up in the Clouds

Another technology which is impacting HR in a big way. Gathering and storing of information has always been a major function of the HR department, and the stack of files not only waste office space but are very difficult to trace as well. Can you even imagine, a millennial, who is always glued to his smartphone will have the patience to go through all the piles of paper?

High Up in the Clouds

Thanks to cloud technology, all of this information can instead be stored in the cloud. No longer does an employee need to tick the boxes while filling up a feedback form which again runs the risk of getting lost. All the employee information like tax documents, payroll, feedback etc can be stored online securely.

Cloud-based systems and Big Data go hand in hand. With Machine Learning emerging steadily, all these data will make a lot of sense few years down the line, it all depends how well can one derive relevant information out of it.

Chat with the Bots

There are some information which are very subjective in nature, like how to fill the Form 19 or file for the income tax returns. It makes no sense if the employee walks up to the HR managers for day-to-day queries or any concerns they might have regarding their pay, leaves, performance etc. To narrow down the gap of communication between the employees and the HR, PeopleStrong recently launched India’s first HR chatbot ‘Jinie’. From a transactional interface with employees to a conversational interface, Jinie the India’s first HR Chatbot will be able to provide the next level of experience to its employees.

In the era of smartphones, this will be a great boost in employee engagement.

These are few of the many ways in which the HR domain will change and adapt itself to digitization. With the burden of a lot of paperwork gone from the shoulders and with new data in hand, HR department will be fully equipped to make the employees life much easier and will add more value in business.


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Google Hiring Space

Google Enters the Hiring Fray

Google Hire | The HR Tech Weekly®

It looks like Google was serious about entering the jobs space.

The Google Hire website appeared this month, and while it hasn’t been officially announced, the world’s largest data aggregator could be gearing up to launch an application tracking website which could rival LinkedIn, Greenhouse and Jobvite.

While this new website seems to be still in early stages of development, you can’t help but wonder: how is this new technology going to affect the jobs and recruiting space?

It makes perfect sense that both Facebook and Google would actively seek to gain control of a larger chunk of the jobs market. These platforms are already a definitive part of many people’s daily lives, so it is not surprising that they want to play an increasingly important role in the job search process. As we know, there are enormous possibilities where there are lots of people, and Facebook and Google have their markets comfortably cornered. Why go elsewhere when you’re looking for your next position?

So: how are they going about it?

Google, with the relatively recent introduction of their Cloud Jobs API, looks set to make a big impact, as their latest algorithms and intelligent data interpretation solutions set out to bridge the gaps between employers and job seekers in an unprecedented way: carefully matching the skills, experience and personal preferences of job seekers with the title, position, description and expectations of employees advertising specific job opportunities.

The Cloud Jobs API also has the ability to define the importance and level of various skills, as well as put such skills into the right context, in relation to any particular job requirement or opening available.

This happens through the use of various proprietary ontologies, which are meant to encode insights and information about different skills and occupations, as well shedding light on how such skills interact and correlate with each other. In short? Google will gather and assess your jobs data and match you with appropriate openings. Conversely, recruiters could potentially find perfect matches with pinpoint accuracy.

Interestingly, Google Hire openings have been listed on the bebop website, the VMware enterprise application development platform Google acquired in 2015. VMware’s cofounder, Diane Green was appointed to lead Google’s cloud push efforts that same year.

For Friendships Or Job Searches?

When I look at my Facebook feed, I’ll often see my friends using their status update to ask their network for job openings.  Now, Facebook has confirmed it had begun experimenting with recruiting features: “We’re running a test for Page admins to create job postings and receive applications from candidates.” The company is also actively investing more in functionality for recruiters and employers, giving them the ability to share job opportunities that are specifically visible to an audience that matches their standards (for example, the level of education required).

From a recruiter’s standpoint, Facebook is a goldmine, because it is such a huge repository of information about people. Individuals share a wide variety of data about themselves on their social media, from their basic information to their education level, their current employment, and their personal interests. If you want to gain an exhaustive profile of a candidate, you can’t do much better than Facebook.

As Facebook is already a definitive part of our daily lives, it’s not surprising that it could play an important role in the job searching industry. But do they run the same risks as platforms such as LinkedIn, where personal information becomes more curated to attract a certain job? Will people be pumping up their own profiles, not always accurately? The beauty of Facebook’s “raw and real” data may be quickly lost once people know recruiters are able to mine their information.

As both Facebook and Google enter the space, it confirms yet again that the rate of developments in our space is blinding, and that the new year might bring a few more tricks to learn yet.

About the Author:

Megan Flamer

Megan Flamer is an organizational development specialist who is fascinated by how people find and interact with their work and each other. She writes about recruitment, HR, human behaviour, and the future of work at 1-Page.com

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Twitter | Facebook | LinkedIn | Google+

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Millennials Take on Sourcing

Millennials Take on Sourcing

Hotel Near Seattle Space Needle

Millennial Sourcers Ready to Take Off

Sourcer SeanKelly Anderson

Recently I had the pleasure of talking with SeanKelly Anderson, an up and coming sourcer, in Bellevue, WA. SeanKelly and I met on a rainy Sunday morning in late January for breakfast at the very popular Chace’s Pancake Corral.  As everyone is Seattle is painfully aware, the traffic during the week is horrendous pretty much anywhere and everywhere. Sunday is a much lighter travel day thankfully.

On this Sunday SeanKelly had a small window of down time to chat about her professional ambitions and life as a sourcer. The conversation was enlightening and fun. As recruiting continues to grow vital tips and tricks for new sourcers will prove invaluable.

The business of recruiting and sourcing is incredibly hard work and after talking with SeanKelly it became clear that she isn’t afraid to do whatever it takes to help connect great candidates with amazing opportunities. SeanKelly grew up in Bellevue, WA and then went east to New York for college. She has a Bachelor’s degree in Public Relations, Advertising, and Applied Communication from Manhattanville College in beautiful Purchase, NY.

In SeanKelly’s brief time in the field she has interned with Velocity Search Partners (Bellevue, WA) and Recruiting Bandwidth (Seattle, WA). She’s also worked as a sourcing specialist for ProHealth Staffing (Queen Anne, Seattle). In her spare time she is a singer/songwriter who dabbles in ‘Magic the Gathering’. What’s more, SeanKelly also loves to cook weird combinations of foods.

Over the course of our two plus hours together we covered a variety of topics from why she is passionate about sourcing/recruiting to her thoughts on what millennials need to do to be successful in the work world. I’ve included a few of the highlights from our conversation.

Background and Preparation for a Career in Recruiting

It was great getting to know SeanKelly and learn about her passion for recruiting and sourcing. After we chatted about what she had been up to ‘work-wise’ we jumped right into her educational background and family.

When I asked SeanKelly to reflect on how her educational experiences and upbringing had influenced her career so far she shared the following:

My parents worked extremely hard to enroll me into a fantastic all-girls Catholic private school, Forest Ridge School of the Sacred Heart, from 5th grade to 12th grade. Forest Ridge had incredible teachers that wanted nothing else but to set us all up for success. This school was incredibly difficult to succeed at if you weren’t a natural at physics, mathematics, or history. Being a young woman with ADHD, I struggled a lot to keep up with the workload–but that struggle was what truly helped me as I grew into adulthood. I learned how to manage time at such a young age, that now, I find myself being able to double down and focus easier than those around me. 

The teachers who had my back are also contributors to what I view as a good quality I have now. Some teachers stayed late to meet, some came in early. It was really amazing. Having that support system and that experience of learning time-management so young really helped me succeed going into college, and has followed me into young adulthood.

I then asked her how she got into Sourcing and Recruiting:

My mom, Shannon Anderson. I have seen her thrive in her career for as long as I can remember! Throughout my life I have seen the good and bad side of being a recruiter, but mostly the good. She is one of the main reasons why I wake up every morning and go to work an hour and a half early every day- because I saw her take the extra steps and walk the extra mile my entire life, and she is the most successful woman I’ve had the pleasure of knowing. 

What Fires You Up About Recruiting?

I asked SeanKelly what she was most passionate about regarding HR, Recruiting and Sourcing? Why? Also, what is the best part of her job?

There are two sides of being a Sourcing Recruiter that I’m passionate about. I am incredibly passionate about helping people and gaining relationships with talented individuals in the Health Care industry! The other side that I’m passionate about is, of course, hitting my numbers and hitting beyond my numbers. It’s a great feeling waking up every morning and telling myself that I’m going to do whatever it takes to submit 25 candidates that week. I’ve noticed that the more positive your approach to a situation is, the easier it is to attain that goal. 

What is the best part of your job? 

My team. I have never been so happy in my entire life. I work with two amazing young ladies, who were both involved in the beginning stages of our sourcing team without any prior experience. My manager, Erica Diane, was in credentialing before she asked for a leadership role. She led our team, and she has been the most amazing, accepting, and hard-working young professional I’ve had the pleasure of working with. She won the PHS Rockstar of the Year award, which made our team look pretty great as well!

We all support each other, which is the other great thing about this job. There is a gong that we ring whenever one of us submits a candidate- whenever we ring that bell we are always cheering each other on. Also, there is a healthy competitive dynamic as well. I know that I feed off of my co-workers drive. If someone has 5 submittals before 12pm, you better believe I’m pushing myself until I get 8 submittals before 2pm!

Why is Recruiting so Difficult?

What part of sourcing & recruiting is challenging? Why?

Definitely the struggle of consistently hitting our numbers. In reality, every week is going to be different. One week you could be finding 8 candidates every day, and the other week your grand total of the entire week could be 10 submittals.

The thing about working with people is that people are unpredictable. Sometimes they want to talk, and sometimes they don’t. You just have to keep calling, emailing, or texting until they give you a solid answer. Luckily, I use this struggle as more motivation. It just depends on how you view the situation. 

What do Millennials Want?

It’s so great to understand what millennials are thinking. In your conversations with millennials what are you finding are they most anxious about (in reference to their professional careers)?

The honest answer I can give you is: money. Another one is: internships. When I ask friends who are seniors in college what they are planning on doing after they graduate, the first response is, “Anything that will make me money!” and then after that, the next response is, “I don’t have any internships, is this going to make it hard for me to get a job?”

In order to help Millennials be better prepared for the work world, what do they need to do? 

Internships. Job fairs. Networking. I am a strong believer in making personal connections–whether you have a friend who knows other professionals, or if you network at a job fair and connect on LinkedIn–I think it is incredibly important to invest time in yourself and your professional network! 

Why do You Want to Blog About Recruiting?

Have you ever written for a blog before? What intrigues you about writing for a blog like Crelate’s?

Yes! Back in college, I was very inspired by the online body positivity movement. It lead me to create a 1-month experimental blog that featured interviews with individuals I knew who were involved in the BoPo movement. It also featured plus-sized fashion tips and tricks that I have picked up throughout the years! While writing for Crelate isn’t exactly in the same realm as fashion, I’m so excited to join Crelate in bringing a Millennial voice to important conversations. I love how my topics connect with young professionals and I know that some of the topics I’m going to be bringing to light are things I would want to read about as well. 

In your experience, how do Millennials engage with blogs? Mostly reading on phones or tablets? Other ways?

Phones and computers are key. There are so many platforms and devices that we can use to experiment and engage with news and blogs–but I find that our phones are accessible enough for us to engage whenever we want. 

What do you think Millennials (working in HR/Recruiting) can gain from subscribing to (or following) blogs that address issues pertinent to Recruiting, Sourcing, and HR?

Now that we are bringing Millennials to the table, young professionals will be able to connect and relate with articles written by people going through the same situations as them. Also, by seeing content from more experienced professionals millennials can learn a lot. It’s great that we are covering topics Millennials can relate to because it gives more exposure to topics on the blog that may help us younger folk! 

Finally, what are a few broad topics you will pursue as you write articles for the Crelate Blog?

The first article I’m going to write is going to be called something like “Millennials, Get Used to Job Transitions! Here are Some Tips and Tricks!” or “The Stages of Losing the Job you loved, and How to Get Back on Track!”. Other ones are going to be advice-based like “How to Indicate if a Company is Being Truthful During an Interview or How to Decipher Whether your First Company is a Hit or Miss”. Additionally, some are going to be more self-reflective like ” What are Your Values? What do You Need to Feel in Order to Feel Like you’re Succeeding at your Company?”

The Career Path Doesn’t Always Go in a Straight Line

We are delighted that SeanKelly Anderson is going to be contributing articles to the Crelate Blog.

For those starting their careers as HR professionals SeanKelly will provide fascinating stories, musings, and advice.

Her contributions will also be beneficial for people looking to learn tips and tricks for landing great gigs. It’s incredibly beneficial to hear from a millennial perspective on jobs, work, and the economy.

Want to be an amazing at sourcing? Check out SeanKelly Anderson‘s articles on the Crelate Blog for the latest tips & tricks for successful sourcing.


Source: Millennials Take on Sourcing – Crelate

Tools for Recruiters: The Complete List | The HR Tech Weekly®

Tools for Recruiters: The Complete List

Tools for Recruiters: The Complete List

If you want to see the best tools for recruiters in one place, then you’ll love this guide from Talent Hero Media.

There are over 70 free and paid tools designed to simplify your job as a recruiter.

Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

APPLICANT TRACKING SYSTEMS

BreezyHR

ATS
This newer entrant to the ATS market has already earned rave reviews from its loyal user base for its amazing customer support, smooth UI and end-to-end functionality.
BreezyHR

BrightMove Recruiting Software

ATS
One of the few ATS offerings with publicly available pricing, BrightMove is highly touted by its users as responsive to new ideas. In fact, you can suggest new features and vote for them, with the features that get the most upvotes moved into the development queue.
BrightMove Recruiting Software

Bullhorn

ATS | CRM
A staple of the ATS market, Bullhorn has many enterprise customers and large recruitment agencies as customers. It has many fans among those who use it on a daily basis but note that the price point is definitely geared towards larger customers.
Bullhorn

CATS

ATS
Used by both external recruiters and HR agencies, CATS is known for its end-to-end solution that starts with job postings and finishes with analytics on completed campaigns.
CATS

Crelate

ATS | CRM
A combination ATS and CRM, Crelate is lauded for its wide-ranging feature set, modern UI and strong customer support.
Crelate

Greenhouse

ATS
Lauded for its intuitive user interface and beautiful design, Greenhouse receives consistently positive reviews by everyone who adopts it. In addition, they have an iOS and Android app that lets you use it on the go.
Greenhouse

HireHive

ATS | CRM
A low-cost alternative ATS, HireHive excels at automatic job board posting, managing employee referrals and branded career sites.
HireHive

HiringThing

ATS
A full service solution for both external and internal recruiters, HiringThing offers best-in-class customer service and quick turnaround on new features requested by its users.
HiringThing

JobAdder

CRM | ATS
JobAdder is a CRM and ATS in one and is well known for its range of mobile apps that let you access the platform from any device.
JobAdder

Jobscience

ATS | CRM
Marketed as a sales, recruiting and back office system in one, Jobscience receives excellent reviews from the external recruiters who use it.
Jobscience

iCIMS

ATS
Founded in 1999, iCIMS is a tool that is widely used by both recruiting firms and internal recruiters. Given its longevity, it is clearly well liked by many although there are some who complain that it could use a refresh.
iCims

Lever

ATS
Considered one of the top ATS tools, Lever has features such as one-click sourcing, two-way email sync, and @-mentions that you will not find in many of their competitors.
Lever

Loxo

ATS | Sourcing | CRM
The feature that sets this ATS apart from its competitors is Loxo AI, a proprietary intelligent sourcing assistant that helps you find the top talent for your role while you spend your time elsewhere.
Loxo

OpenCATS

ATS
Although it does not have the prettiest user interface, it does have one feature that sets it apart from every other ATS on the market – it’s free. As the only open source ATS currently available, users (at least those with development backgrounds) can have direct input into new features without paying a dime.
OpenCATS

PCRecruiter

ATS | CRM
One of the earlier entrants to the ATS game, PCRecruiter, founded in 1998, receives positive reviews from its dedicated user base for its customer service and willingness to continually update the product.
PCRecruiter

Recruitee

ATS
Known for their incredible customer service (their founder replies to emails on Sundays), Recruitee takes collaborative hiring to the next level: everyone in your team from the least tech-savvy to the most nerdy can work on hiring together with this cloud-based ATS. In addition, Recruitee provides beautiful careers sites for your employer brand as well as candidate-friendly application forms that you can fully tweak.
Recruitee

Workable

ATS | Sourcing
Workable is noted for its full feature set, easy learning curve, top notch customer support and a new sourcing tool called People Search. They also offer a $50 per job per month plan for recruiters who have less burdensome hiring needs.
Workable

CONTACT FINDERS

AmazingHiring

Contact Finders
Geared exclusively towards finding technical talent, AmazingHiring scours Github, Stack Overflow and Kaggle profiles to find potential candidates, including those who do not have a LinkedIn account.
AmazingHiring

ContactOut

Contact Finders
Considered the best by some, ContactOut touts that it can find 2x more emails than the competition and given that it offers 100 free credits per day, there is not much risk to test out their claim.
ContactOut

Hiretual

Contact Finders
A free Chrome extension, Hiretual is raved about by sourcers and recruiters for its ability to consistently cut down on the time required to find talent and their contact information. It is free for 15 contacts per month before increasing to $59 per month (billed annually) for 200 contacts per month.
Hiretual

Hound by Jobjet

Contact Finders
Working only on LinkedIn, Hound will find email addresses and phone numbers but can get expensive for those who search a lot.
Hound by Jobjet

Hunter

Contact Finders
Hunter is a bit different than other email sourcing tools as it can find all available emails on a given domain and also verify emails, in addition to the features you expect from a standard contact finder.
Hunter

Lusha

Contact Finders
Limited to 5 free phone numbers and emails per month, Lusha gets positive reviews by many but you will have to pay to get full use of the product.
Lusha

Nymeria

Contact Finders
Focusing on finding emails associated with LinkedIn and Github profiles, Nymeria has two simple and reasonable pricing options – free for 300 emails per month and $9 per month for unlimited emails.
Nymeria

Prophet

Contact Finders
Prophet is a Chrome extension that allows you to visit the Twitter, Facebook or Google+ page of a person and find emails and phone numbers. It comes with 15 free credits per day and you can get more by sharing data with the community or purchasing them. Note that the company does not have a website.
Prophet

SourceHub by SocialTalent

Contact Finders
SourceHub is a clever tool that helps you construct boolean search queries by combining synonyms for the job title, skills and location you enter.
SourceHub

CANDIDATE RELATIONSHIP MANAGEMENT

SugarCRM

CRM
An open source and developer-friendly CRM, SugarCRM is a great solution for the recruiter who knows they need to keep better track of their contacts but does not want to break the bank.
SugarCRM

Vincere

CRM | ATS
Marketed as a combination CRM and ATS, Vincere allows you to search for and manage candidates, create fully-branded microsite job boards and post your jobs across the Internet.
Vincere

INTERVIEWING

GreenJobInterview

Interviewing
Whether it is face-to-face or one-way interviews, GreenJob offers the solutions you need for your video interviewing needs.
GreenJobInterview

Interview Mocha

Interviewing
Interview Mocha has over 1000 skills tests that you can use early in your interview process to determine which candidates have the required skills.
Interview Mocha

Interview Stream

Interviewing
Interview Stream’s Hire platform allows you to set up screening interviews using a library of questions and pre-populated media, or face-to-face live interviews.
Interview Stream

Odro

Interviewing
Odro is online meeting software for the techphobics of the world. With no downloads or installs, this tool should work well for interviews, especially those that may require screen sharing.
Odro

sparkHire

Interviewing
sparkHire has a full range of video tools to help you optimize your interview process including one-way interviews, interview evaluation, interview scheduling and a mobile app.
sparkHire

RECRUITMENT MARKETING

Beamery

Recruitment Marketing | CRM
Beamery connects to all of your other recruiting systems and gives you one system to manage and engage every candidate that touches your brand – past, present or future. They help companies nurture passive talent and build a pipeline for future roles.
Beamery

Clinch

Recruitment Marketing | CRM | Sourcing
Clinch is a robust platform that combines recruitment marketing, a CRM, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration and robust analytics.
Clinch

Jobvite

Recruitment Marketing | ATS
Serving a range of customer sizes from startups to enterprise customers, Jobvite offers tools that go beyond your typical ATS including Jobvite Refer (tool for sharing job openings in your employees’ networks) and Jobvite Video (on-demand video interviewing).
Jobvite

Phenom People

Recruitment Marketing

Offering many features similar to its competitors, Phenom People’s main differentiator is its unique ability to turn visitors to your career site into potential applicants even if they don’t fill out your job application.

Phenom People

SmashFly

Recruitment Marketing | CRM
SmashFly’s Total Recruitment Marketing Platform and Services proactively markets an employer brand and jobs through every recruiting channel using marketing automation technology and modern marketing practices. It empowers companies to attract the right people to their organization using the art and science of fit, enabling companies to generate leads and nurture relationships to hire faster and more cost-effectively. It is ATS-agnostic, integrating with your current system to provide a complete view into the candidate journey, from first source all the way to hire.
SmashFly

SCHEDULING

10to8

Scheduling
The free plan of this tool should be sufficient for many recruiters as it allows for 100 appointments per month and includes SMS notifications, a feature not offered at the free level by any competitors.
10to8

Calendly

Scheduling
Loved by its users for its simplicity and rock-solid integration with all popular calendars, the free version of Calendly will be sufficient for many recruiters who want a simple scheduling tool that reduces back-and-forth emails. The paid version can be integrated with additional tools you might use such as GoToMeeting and many CRMs.
Calendly

ScheduleOnce

Scheduling
This is a tool for the recruiter with more complex scheduling needs. The higher-priced tiers, while slightly expensive compared to the competition, have features such as pooled availability and master booking pages, that are ideal for environments where you will be scheduling more than just one-on-one meetings.
ScheduleOnce

SimplyBook.me

Scheduling
Known for its robust feature set, SimplyBook.me has a free tier that may be suitable for some recruiters.
SimplyBook.me

TimeTrade

Scheduling
TimeTrade invented the online appointment scheduling industry in 1999. The company’s secure, cloud-based solution meets the customer and client engagement needs of large enterprises as well as mid-size and small businesses. Thousands of companies—including 500 of the world’s top brands—rely on TimeTrade’s technology for their scheduling needs.
TimeTrade

Vyte

Scheduling
With almost all features available to free users, Vyte is an excellent option for recruiters with more basic scheduling needs.
Vyte

YouCanBook.me

Scheduling
While the free version of this software is not heavily advertised on their sign up page, it may have enough features to tide you over until you want to pay for more advanced tools such as appointment reminders, padding appointments and Zapier integration.
YouCanBook.me

SCREENING

OnboardIQ

ScreeningATS
Focusing on the hourly workforce, OnboardIQ is an ATS that helps you automate interviews, background checks and document collection.

Outmatch

Screening
Outmatch is designed to predict how candidates will perform and has tools such as job-fit assessments, behavioral interviewing, and online reference checking.
Outmatch

SkillSurvey

ScreeningSourcing
SkillSurvey is a multi-purpose tool designed to assist with referencing checking and sourcing via referrals.
SkillSurvey

Social Intelligence

Screening
Similar to a criminal background check, Social Intelligence uses a combination of technology and trained analysts to screen candidates online records for unlawful or inappropriate behavior.
Social Intelligence

Sterling Talent Solutions

Screening
Founded in 1975, Sterling Talent Solutions is a full service screening and on-boarding solution that offers plans including pre-hire background checks and drug testing and post-hire employee audits.

Weirdly

Screening
Weirdly offers a customisable quiz to rank candidates against your ideal fit. It can act as a stand-alone, light-ATS or be integrated into your current recruitment process.
Weirdly

SOURCING

Broadbean

Sourcing
Broadbean is a straightforward job distribution and sourcing tool that focuses on doing a few tasks really well.

Crystal

Sourcing
Crystal scours the Internet for every piece of information on your candidates and coaches you on how to write emails that are tailored to their communication style. This ensures that the people you find for your client are more likely to respond.
Crystal

Entelo

Sourcing
The Entelo platform uses big data, predictive analytics and social signals to help recruiting organizations find, qualify and engage talent.
Entelo

Headreach

Sourcing
Officially marketed as a LinkedIn-based lead generation tool, Headreach can also be used effectively to find the emails and social profiles of potential candidates.
Headreach

Hello Talent

Sourcing
This sourcing tool allows you to build talent pools collaboratively that can then be sent straight to your ATS. Best of all, it is free for 2 pools.
Hello Talent

HireKeep

Sourcing
Post your job on HireKeep and their algorithm will determine which candidates meet the “affinity threshold” to match with your company. The software will even schedule interviews with those who have matched.
HireKeep

HiringSolved

Sourcing
HiringSolved offers features that are not common in sourcing tools including Diversity Search (a tool to help increase workplace diversity), Scan (automatic updating of outdated records in your ATS and CRM) and Verticals (algorithms designed to find candidates in specific industries).
HiringSolved

Ideal

Sourcing
Typical sourcing tools force recruiters to do tedious, time-consuming tasks such as resume screening and keyword-based searches. Ideal uses artificial intelligence to automate sourcing, resume screening, initial candidate outreach and even interview scheduling.
Ideal

Joblyon

Sourcing | ATS
Joblyon has a strong focus on on creating beautiful job postings that will be readily shared on social media.
Joblyon

Leoforce

Sourcing
Their flagship product, Arya, uses artificial intelligence to identify talent that not only has the right skills but also is aligned with the corporate culture.
Leoforce

Recruit’em

Sourcing
Recruit’em is a powerful free search tool that lets you use Google to search for profiles across various platforms including LinkedIn.
Recruit'em

Simppler

Sourcing
Calling themselves a “data driven employee referral platform”, Simppler helps employees of a company find candidates for open positions within their own networks.
Simppler

Talemetry

Sourcing | CRM
Talemetry integrates with your ATS and allows you to post job ads, source candidates, build talent pipelines and manage candidate relationships in a single platform.
Talemetry

TextRecruit

Sourcing | CRM
TextRecruit lets you manage communications with your candidates over text, increasing interaction rates significantly.
TextRecruit

OTHER

Boomerang

Other
Boomerang allows you to schedule emails to be sent later and reminds you about old emails that you have archived, ensuring that you never forget to respond to a candidate or client.
Boomerang

Data Miner

Other | Sourcing
A data scraping tool like Data Miner can be used in many powerful ways by a recruiter. For example, if you need Javascript developers, you can find a list of conference attendees for a Javascript conference, scrape the data and upload it to your CRM or ATS.
Data Miner

IFTTT

Other
Although not specifically geared towards the recruiting market, IFTTT lets you create “applets” that combine different services together. For example, you can get an e-mail notification when a LinkedIn contact changes jobs.
IFTTT

Populate

Other
Populate keeps headcount data in one place so that managers and stakeholders can review and approve headcount or budget changes and you can review your analytics to help with your comprehensive HR strategy.
Populate

Zapier

Other
Calling themselves “automation for busy people”, Zapier lets you move data between web apps automatically (perhaps a recruitment marketing platform and ATS), saving you time and ensuring data integrity.
Zapier
Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

Source: Tools for Recruiters: The Complete List | Talent Hero Media

Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

It’s quite surprising how many company’s HR departments haven’t yet joined the digital revolution. These companies seem to think that how it was done is fine and has worked perfectly well in the past, so why bother updating anything?

The thing is that often the people in HR feel differently, with 70 to 80% of their time spent on low-value administrative tasks. I feel that’s shameful, particularly as a huge amount of that work can be automatized and digitized. This would allow HR to be massively more productive and play a more strategic role in the company by creating new opportunities, learning methods and more for their companies.

If you agree with me, consider embracing these digital solutions.

Peer to peer recognition

Often a big part of the modern HR department is validating the newer employees, who are in many ways far more demanding than previous generations. That can be taxing for both managers and the HR department to do.

A good solution that has recently come out is Tapmyback. The idea here is to allow people to recognize each other’s work, so that people are no longer looking to management alone to validate what they’re doing.

This will make it far more likely that your employees will receive the recognition they need, while freeing up the HR department to concentrate on offering opportunities for staff to grow and excel.

Non-traditional reviews

Many people do not like to be reviews. And that’s not really that strange, is it? For that reason, OrangeHRM is a good go-to product, as it makes reviewing a far more effective and less stressful affair, where people don’t have to sit in front of their manager but can instead read the process online.

It can, in fact, do far more than that including track time off, help with recruitment and offer training suggestions – which are all very useful services to automate. The good news is that there is a 30 day free trail so that your company can see if it’s suitable.

Resume analyzers

One of the biggest tasks you’ve got to do in the HR department is to manage resumes. Fortunately, that’s gotten a lot easier today with the resume parsers. These will go through piles or resumes, looking for keywords and key skills that you need and discarding the huge pile of useless crap that often comes with it.

In fact, they’ve become such a common occurrence that resume writing services are completely ready for them. And so, you won’t actually miss out on any of the good resumes while cutting down on the time that hiring new personal consumes substantially.

Social media recruiting

Here’s a surprising statistic 73% of 18 to 34 year olds have found their job through social media. That means that if you’re not yet trying to recruit though these platforms, you really are missing out on a huge slice of the younger market out there (and though there is something to be said for experience, diversity is useful too).

For that reason, make certain that you start using services like linkedin to get the word out there that you’re looking. Only in that way can you be sure that you’ll find the right person for the position that you’re looking for.

Online educational resources

Another great new technological wave that every HR department should introduce is the one taking place in online education. For example, there are now dozens of online courses that are available for free or only a little money at such places as EdX.

These offer you a great opportunity to both offer your employees a chance to boost their skill set, while cutting down on costs as well as travel time for them to get those skills.

In fact, some companies have taken to offering employees a certain time during their day or week where they can study these courses, all while never leaving the office. In this way, they can get on with learning without forcing their companies to find ways to work around their absence as they’re still there in case of emergencies.

Last words

In truth, it surprises me that companies would ever think HR isn’t ready for the digital age. There are huge gains to be made in the HR department by coming in to the 21st century. And the great thing is that the more effective your HR department functions, the easier it is for them to help the rest of your company get a head and upgrade their skillset.

And that matters. After all, the modern world is changing ever more rapidly and it’s vital for any company that their workers are changing and improving along with it. Otherwise you might just find that your company’s skillset ends up obsolete.

There really is no recovering from that.

Sylvia Giltner, Blogger, Artist, Student

Technology and art are a big part of my life, and I enjoy integrating them into everything I do. — Sylvia Giltner


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4 Ways Technology Is Changing Recruiting

4 Ways Technology Is Changing Recruiting

VR

Interest in HR tech has never been higher. According to CB Insights, there were over 350 deals and approximately $1.96B invested in HR tech startups in 2016 alone.

Today’s workplaces are being transformed by technology. HR tech specifically is automating and streamlining manual HR practices to become more efficient, cost-effective, and high-performing.

Here are four promising applications of technology that are helping to solve the biggest challenges in recruiting and hiring.

AI for recruiting

Industry statistics estimate 75 percent of resumes received for a role are screened out. This adds up to the hundreds of hours a recruiter wastes reading unqualified resumes per year.

As one of recruiting’s biggest bottlenecks, resume screening is in dire need of better tools to help recruiters manage their time more effectively.

This is why AI for recruiting is the biggest topic in HR tech right now. AI and recruiting are a natural fit because AI requires a lot of data to learn and large companies often have millions of resumes in their ATS.

Recruiting software that uses artificial intelligence can automate the screening process by learning the experience, skills, and qualifications required for the job and then shortlisting, ranking, and grading new candidates who match the requirements (e.g., from A to D).

This type of AI recruiting software can also be used to source candidates from external databases such as Indeed and CareerBuilder or find previous candidates in your existing ATS database by applying the same learning ability to match candidates to an open req.

By automating the manual processes of resume screening and candidate matching, companies who use AI recruiting software have reduced their screening costs by 75%.

Automation for candidate scheduling and outreach

According to SHRM, the average time to fill is 41 days. With LinkedIn reporting hiring volume is up 11% this year but only 26% of recruiting teams growing in headcount, interest in recruitment automation is only getting get stronger.

Today more than ever, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow.

Recruitment automation can enhance a human recruiter’s capabilities in multiple ways. Low hanging fruit include automating your candidate outreach with tools that allow you to auto-email and auto-text interview requests to candidates your screening tool identifies as good matches (e.g., all candidates graded as an A).

These outreach automation tools help recruiters reduce their time to fill by integrating with major email and calendar providers and automatically finding time slots when the candidate and the interviewer are all free to meet.

VR for job testing and training

Another technology getting a lot of attention is Virtual reality (VR). VR is a realistic simulation of a three-dimensional environment that you control with your body movements.

A survey by Universum found that while 3% of people use VR currently, about 30% think that it will transform their workplace in the next ten years.

The most promising applications for VR in HR are candidate testing and training. Employers can use VR technology to create more realistic job tests to assess a candidate’s skills and personality. For example, a realistic simulation that tests a candidate’s social skills and problem solving abilities when dealing with an unhappy customer.

A survey by Korn Ferry found that 39% of employers state new hires leave within their first year because the role was not what they expected. VR could be an intriguing tool to help reduce employee turnover by provide candidates with a more realistic preview of what a day on the job would look like and get a better sense of the company culture.

The same technology can be used during new hires’ onboarding and training process. High-stakes environments such as hospital trauma bays are already employing VR technology to train residents.  

Wearable tech for engagement and productivity

According to Deloitte, one of 2017’s biggest HR trends is employee engagement. To help improve engagement and productivity, employers are starting to use wearable tech that tracks employees’ behaviors to learn more about how they communicate and interact at work.

Wearable tech such as digital employee badges are being used by companies such as as Microsoft and the Boston Consulting Group to track employees’ physical office movements, who they talk to, and the amount of time they spend talking to others.

These types of wearable tech collects data to provide employers insights to help optimize their physical office spaces, understand their employees’ communication styles, and manage team dynamics. The hope is these insights can help managers identify their employees’ needs and re-organize teams for better collaboration.

In the future, wearable tech may be used in the recruiting process to provide insights into a candidate’s personality and emotions during a pre-screen or interview.

About the Author:

Ji-A Min, Head Data Scientist at Ideal

Ji-A Min is the Head Data Scientist at Ideal, software that uses artificial intelligence (AI) to automate time-consuming, repetitive tasks and quickly move top candidates through the recruiting funnel.

Ideal’s AI can instantly screen and shortlist new candidates, uncover strong past candidates that are a great fit for a new role, and initiate candidate contact – all within your existing ATS. Learn more at Ideal.com.

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