Recruiting News Tuesday, March 13 Hirevue, Candidates, Job board & more…
Recruiting News TLDR / Table of Contents
- Get ready, this year your first job interview may be with an A.I. robot
- In the race for talent, companies are identifying job candidates using A.I. tools that analyze everything from facial expression to word choice.
- HireVue, candidates, HireVue interview, video interview platform, HireVue CEO Kevin
- Autumn Recruiting and Job Board News
- What do the numbers say about the effectiveness of job boards in recruiting and hiring? And what can job boards learn from the big tech giants?
- job board, job boards, job board owners, job posts, regional job boards
- Are you a people focused, strong administrator looking for a new role for the Spring/Summer months?
- busy Spring/Summer period, International Graduate Programme, whilst ensuring supplies, property maintenances queries, small close knit
- I was kind of talking into the void, said Sarah, a 27-year-old marketing manager in Ohio of her first time using HireVue, an on-demand video interview platform for job seekers.
- The recruiter she was working with told her it was just like an interview on Skype, so she followed the interview tips on the company’s website, making sure she was dressed appropriately and had a well-lit background.
- Her recruiter never mentioned that the interview would be analyzed by advanced machine learning, her facial expressions and word choice evaluated by a series of algorithms.
- You usually have a little time to do some small talk, but in the HireVue interview, I only had a practice question and then just went into it.
- There’s not a lot of time to feel ready, she said of the interview that took place early last fall.
- Think About Attribution: Is your job board not getting full credit for delivering candidates?
- If your customers prefer candidates to apply directly on their website, consider checking in with them to make sure they can access reports or statistics on how many views and clicks their job is getting through your job board.
- Delivering Quality Candidates: The stats suggest that while job boards may deliver in terms of volume of applicants, the number of qualified candidates is lower.
- Niche job boards typically tend to attract more qualified and relevant candidates, but one thing job board owners can do is make sure they are engaging and coaching candidates to keep their profiles/resumes up to date.
- Some job boards didnt even start out as job boards, but evolved from blogs and news sites, recruiting companies, and professional associations, and discovered that a job board was a rewarding source of revenue.
Top Recruiting Courses
Recruitment Interviewing (603 students enrolled)By Bob Bannister
- Identify the best applicants for the role.
- Interview applicants effectively.
- Avoid legal infringements.
- Confidently select the best candidate for Job offer.
Recruitment for startups: How to avoid common pitfalls (89 students enrolled)By Michelle Gyimah
- Really understand who they want to hire by examining why they are hiring
- Get to grips with different employment status which will help them avoid expensive tribunals claims
- Understand the true cost of recruiting new staff - it's not just about wages!
- Sound and look professional when interviewing job candidates
- Stay away from inappropriate questions that land them in tribunal
- Use a system that helsp them pick the best person for the job - based on facts
- Understand how to do reference checks when someone cannot provide a reference
- Save themselves up to £2,000 per employee by doing simple employee checks
Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)By Craig Brown
- Become a hiring hero at your company by finding the right person in record time.
- Free up your recruiting schedule so you can focus on other important areas of your job.
- Free $99 book version of this course!
- Learn about the 'Heavy Door' theory of job applications.
- Evaluate candidates using the 'Cross-Platform Verification' technique.
- Effectively headhunt candidates using Boolean search strings.
- Use the advertising industry's 'Rule of Three' when contacting candidates.
- Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
- Properly define the role and get buy-in from colleagues 'before' beginning the search.
- Define the hiring process 'before' recruiting begins, and learn why this is important.
- Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
- Decide where and how to advertise job positions within your budget.
- Evaluate online profiles and resumes for the 'paper test'.
- Effectively screen and assess candidates in the early stages.
- Decide what format final round interviews should take.
- Create a job offer, negotiate salary and check references accurately.