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Recruiting News Wednesday, March 21 Hirevue, Candidates, Human resource management & more…

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Recruiting News TLDR / Table of Contents

  • Get ready, this year your next 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, HireVue CEO Kevin, Mya
  • How businesses can help reduce recidivism
    • When businesses hire former inmates, both parties benefit, writes Johnny Taylor
    • Human Resource Management, criminal record, vocational training, C. Taylor Jr., ex-offenders
  • 5 Ways to Amplify Your Diversity Recruiting Efforts
    • A look at how to increase the number of candidates and activity surrounding your diversity recruiting and hiring efforts. Increase candidate pools for women, minorities and veteran candidates.
    • candidate engagement materials, global job boards, candidates, diverse employee population, new talent pipelines

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Get ready, this year your next job interview may be with an A.I. robot

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  • 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.

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How businesses can help reduce recidivism

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  • As we wait for legislative reforms aimed at tackling recidivism, America’s private businesses can help put a stop to this ruinous cycle by equipping offenders with jobs and work experience.
  • A study by the Center for Economic and Policy Research found that job barriers for ex-offenders put as many as 1.9 million people out of work in 2014, costing the economy an estimated $78 billion to $87 billion in annual GDP.
  • When the company instituted a program to hire ex-offenders, its turnover rate fell from 25% to 11% – – Another big hurdle facing former inmates is a lack of relevant skills and work experience.
  • Here, too, businesses can transform lives by providing work and vocational training in prisons.
  • Whether by making a commitment to hire ex-offenders or providing work and training to inmates, businesses have a critical role to play in providing opportunity to those who have run afoul of the criminal justice system and, ultimately, in reducing recidivism and enhancing public safety.

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5 Ways to Amplify Your Diversity Recruiting Efforts

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  • Recruiting a diverse group of candidates is essential to having a well-rounded organization where ideas, experiences and backgrounds help organizations and teams reach their productivity and sales goals.For example, research has found that every 1 percent increase in racial diversity correlates with a 9 percent increase in sales revenue.
  • If you want to engage and reach new talent pipelines and communities, you need to start by updating your existing candidate engagement materials including but not limited to job descriptions, employment videos, web pages, and other standard career fair materials.
  • Taking a moment to assess your marketing and candidate engagement materials helps you frame the point of view, set goals and evaluate current and new strategies.
  • Candidates participate in great conversations and network while discussing ways to reshape human resources while LinkedIn gets an opportunity to engage talent in a new and creative setting.
  • The key is to customize the experience to your specific audience with the goal of building a relationship with the candidate so they will think of you first when they begin actively looking for a new job opportunity.

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