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HR Connection blog

How to Stay Ahead of Challenges to Virtual Recruitment

on Mar 11, 2021 2:42:54 PM By | iCIMS | 0 Comments | Recruitment AI
In response to the lockdown measures of 2020, virtual recruitment went from "nice to have" to "need to have" seemingly overnight. As talent teams use innovative recruitment software to transform the ad hoc solutions of 2020 into long-term strategies for the future, they are paying particular attention to virtual recruitment for several reasons: Work-from-home arrangements are expected to continue for some time, with hiring managers predicting that "26.7 percent of the workforce will [still] be fully remote" at the end of 2021 1 and flexible remote policies on the table for 57 percent of employers even after the pandemic ends. 2 A significant number of people apply for positions outside their geographic areas (for example, during the fall of 2020, "more than a quarter of all applications submitted through iCIMS' platform were from out-of-state candidates"3 ), which limits the use of in-person interactions during the hiring process. More and more companies are embracing the use of communication tools (such as video conferencing) that facilitate teamwork and collaboration among geographically dispersed colleagues. In fact, over two-thirds of the executives interviewed for one recent survey believe that "video conferencing delivers many of the benefits of being face-to-face."4 In light of these and other similar trends, now is the perfect time for HR to pause, reflect, and strategize on what's next for virtual recruitment. Considering how successfully the HR industry collectively rose to the challenge of quickly adapting a process that depends on human interaction to one that works in a virtual environment, there is no doubt that HR can achieve much more in this area when it has more time to plan. By understanding and anticipating areas of opportunity, HR can stay ahead of challenges related to virtual recruitment and successfully develop and implement effective virtual hiring practices. CHALLENGE: It's tough to stay compliant when business and legal requirements vary from state to state (or country to country). SOLUTION: Implement one system for viewing robust analytics from multiple recruitment tools. The key to quickly and efficiently compiling reports to meet widely differing requirements is to access information from across the entire HR tech stack. A platform that integrates all of the organization's recruitment software solutions (such as tools for video interviewing and onboarding) provides transparency into the full talent life cycle, thus yielding flexible and straightforward reporting. CHALLENGE: Social distancing makes it more challenging to engage candidates who have higher expectations for virtual interactions. SOLUTION: Secure high-performing hires by using engaging and scalable outreach throughout the hiring process. To create high-touch experiences, most modern career sites now have recruitment chatbots, smart applications that automatically respond to FAQs in order to keep curious career-site visitors informed and interested. Allowing candidates to self-schedule interviews and using text messages for communication with potential hires can also help companies meet modern expectations for engagement. By freeing up recruiter time earlier in the hiring process, organizations not only reach more talent with no added effort but also gain more time for meaningful relationship-building. CHALLENGE: Without in-person validation, the dreaded "application black hole" feels even more isolating. SOLUTION: Check in regularly with candidates (but use methods that don't incur extra work on the recruiter's end). The speed of an organization's outreach can make the difference between an anxious applicant and a promising prospect. Timely responses are especially important when different time zones (and related communication delays) are involved. Text-based recruitment software is one great solution that allows recruiters to automate updates and easily send reminders and answer questions. This responsiveness shows candidates that companies value their time and therefore increases applicants' engagement. CHALLENGE: The lack of in-person meetings makes it harder for recruiters to screen for emerging (and important) skillsets. SOLUTION: Use video to get to know applicants. The past year has forced everyone to develop new soft skills, especially in areas such as social influence, resilience, active learning, and stress tolerance—all of which can be considered when making a new hire. Each role has certain baseline of requirements, but employers also want to know how a new hire's abilities complement the skills their prospective team already has. With modern functionality that makes it easier to create a more structured interview process, improve feedback and reporting, and operate within an organization's ATS workflow, video interviews can play a crucial role in obtaining vital information about candidates. CHALLENGE: When they can't experience a company's culture in person, candidates struggle to know if it is a good fit for them. SOLUTION: Use video to show off the organization. Video is useful not just for helping organizations assess candidates but also for helping candidates assess organizations. For example, live conversations with a diverse panel of current staff during the screening process can help applicants see multiple aspects of the company; prerecorded employee profiles posted on the organization's career site can also fill that function. CHALLENGE: Poorly timed offer letters can cause companies to miss out on talent in competitive markets. SOLUTION: Create a formalized offer process that kicks off as soon as a verbal offer is made. Automated offer management gives companies a competitive edge and enables them to maintain the personalized feel of their recruitment and hiring. A library of preapproved language (with location-specific terms and clauses) and e-signature capability can streamline the offer process and increase a company's chance of getting a yes from a desirable candidate. With social distancing still the current norm and remote work predicted to remain widespread in the postpandemic workplace, companies have no choice but to innovate new recruitment strategies. Thanks to new technologies, virtual recruitment is one very powerful option for meeting that need. It does bring some interesting challenges to the table—but nothing that recruiters armed with careful planning can't handle.
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How AI Can Help Companies Build Winning Workforces

on Sep 30, 2020 10:02:00 AM By | Christine Rochelle | 0 Comments | Diversity automation Recruitment AI
People have been talking for years about artificial intelligence in the business world. Many of those discussions focus on the "robots versus humans" aspect of AI, but there's a "robots and humans" perspective to consider, too. People forget that they already live with and use AI every day. In the consumer market, for example, Amazon and Netflix both employ AI to sort through thousands of options and narrow them down to a few "recommended for you" suggestions for each user. In the broader business world, AI has many potential applications in all areas of a company's operations. In talent acquisition in particular, it can enable organizations to do more with less (through advanced automation) and give them access to deeper insights for better decision making.   Targeted Recruitment  By predicting potential challenges and analyzing data (which can include, for example, answers to questions such as "How long did it take to fill this role previously?" and "Which job boards are most effective?"), AI can suggest ways to align a company's job descriptions more closely to similar roles in the industry and optimize the process for filling an open position.   Personalized Candidate Experiences  Although the job market changes daily, the candidate experience remains a priority, and a company's consumer brand and its employer brand have never been as intertwined as they are today. In an application process that uses AI-generated automated communications that remain personal and human, job seekers feel valued with easy applications, virtual hiring experiences, and tailored recommendations for best-fit jobs. Recruiters for RPM Pizza (the largest Domino's franchisee in the USA) use AI to communicate with job seekers via texts and live chat. The company's AI-powered chatbot, nicknamed "Dottie," answers job-seeker questions, initiates the screening process, and offers candidates an application tracker to boost engagement and free up the hiring team's time.1   Increased Internal Mobility By using AI to support teams in assessing internal talent for open roles, a company can give its current workforce and external potential candidates the same consideration when filling those positions. Such opportunities for internal mobility can help workers feel more invested in the organization. The American Heart Association offers professional development to its internal talent through its Talent Exchange Portal. There, employees can apply to participate in projects outside their current roles in order to hone their skills and build relationships. A dedicated, internal careers site such as this can even intelligently match workers with adjacent roles within an organization.2   More Efficient Analysis Talent acquisition teams often find themselves sorting through thousands of resumes and can struggle to find the time to narrow them down to the perfect candidate pool. These teams are starting to take a page from Netflix's playbook: instead of using one AI engine to enhance search results, Netflix uses multiple algorithms to beef up its offerings. AI using this strategy - called ensemble learning - selects the best options from a set compiled by many algorithms. In hiring, this method can "unearth the best candidates for a job - or jobs for a candidate - then serves those recommendations up in a single view" to provide recruiters with a more focused field to review3   Greater Diversity Because bias is human nature, it's very difficult for hiring managers and teams to avoid exhibiting some degree of bias as they attract and engage talent. Cognitive bias (which derives from using shortcuts and "rules of thumb" to make sense of the world) can distort people's perceptions and cause them to draw on stereotypes. In the workplace, it can lead result to problematic decision making in the hiring process. The old saying "We've always done it this way" is one common obstacle to change. Fortunately, more and more companies are recognizing the importance of addressing bias in recruitment and hiring so they can make stronger hires and achieve greater diversity. AI helps reduce bias by removing (or reducing) the dominance of human assessment - which is fraught with bias - from the initial review of candidates or jobs.   A Better Tomorrow Through the adoption of AI, recruiters can improve the quality of their processes and increase the diversity of their organizations. AI will certainly be a core building block of the business world of the future, but it won't be the foundation. That role is reserved for humans, who will be needed to direct and control the technology.
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What Companies Get Wrong About Reskilling

on Jun 3, 2020 10:15:00 AM By | The ReWork Editors | 0 Comments | Workforce automation AI Future Reskilling
Thanks to the effects of AI and automation, an estimated 375 million workers may need to switch jobs by 2030. These changes will surely reshape the working world, but the outlook isn’t all doom and gloom. Companies can have some control by proactively preparing their workforces through “reskilling (learning new skills for a new position) or upskilling (learning current tasks more deeply).” Unfortunately, although business leaders and employees alike are well aware of the impending digital revolution, most executives have not yet started such preparations or are simply getting it wrong. ReWork recently chatted with Vikita Poindexter, the owner of Poindexter Consulting Group (a full-service human resource consulting firm), and asked her  to explain the crucial missteps that organizations are taking and what they should be doing to prepare their workforces for the future work scene.
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How Top Tech Trends Are Transforming Work

on Nov 15, 2019 1:42:05 PM By | Charles Coy | 0 Comments | AI 5G AR Trends Bots
When asked to consider how technology is transforming the world of work, an HR executive may point to advancements in applicant tracking systems, the growth of on-demand learning platforms and better employee analytics. These are just a few of the exciting new tools having a profound impact on HR, but what about the many broader technologies that are shaking up the status quo across industries?
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AI Can Influence Diversity and Inclusion (for Better or Worse)

on Apr 19, 2019 9:33:00 AM By | Ben Eubanks | 0 Comments | Diversity inclusive AI
Last month news broke that an AI-powered facial recognition technology used by law enforcement was actually biased against, well, pretty much everyone other than white men. This news hit the public like a slap in the face, but it’s something I’ve been seeing behind the scenes for some time now. Artificial intelligence as a technology isn’t good or bad – it just is.
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Technology and the Future of Recruiting: 3 Areas to Keep an Eye On

on Feb 20, 2019 10:30:00 AM By | Troy Teague | 0 Comments | Recruiting Technology AI
Many industries undergo transformations every few years, and talent acquisition is no exception. Rapid change followed the arrival of applicant-tracking systems in the late 1990s, and today it’s AI-enabled tools that are set to fundamentally reengineer how hiring is done. The adoption of those new tools is being driven in large part by candidates’ constantly shifting expectations. (In the 1990s, for example, companies didn’t need career sites but in the 2000s they did—and by 2012 companies that didn’t have mobile-optimized sites were in trouble.) Therefore, organizations that want to provide consistently great candidate experiences must adopt a forward-looking mindset.
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4 Predictions For HR And Talent Acquisition In 2019

on Feb 6, 2019 10:00:00 AM By | iCIMS | 0 Comments | Job Seekers data GDPR AI Google for Jobs
It seems like the recruiting industry was in a constant state of change throughout 2018. In the last 12 months, we faced an historically tight labor market, the initial impacts of Google’s entry into the talent acquisition space, and the gearing up for and the introduction of GDPR. Additionally, new technology disrupted the industry daily with mobile, social, and AI leading the charge. Let’s take a look back at some of the top recruitment news of 2018 and how key trends might transition into 2019.
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