Recruiting News Thursday, March 29 300-odd clients—including pepsico, L’oréal—fill vacant jobs, Candidates & more…
Recruiting News TLDR / Table of Contents
- The Russian Robot That’s Hiring Humans
- Robot Vera can cut the time and cost of recruiting by a third, its creators say. Now they’re teaching it to recognize anger, pleasure, and disappointment.
- 300-odd clients—including PepsiCo, L’Oréal—fill vacant jobs, artificial intelligence software, Robot Vera, Microsoft Corp. strategist
- Job Seekers: Recruiters Share 12 Things They Want Right Now
- Recruiters share their list of things that job seekers do well, need to do better, and should start doing now. No more guesswork! This list is developed by full-time professional recruiters.
- candidates, job, Cover letters, company, practice good body
- Ways to Improve Relationships at Work – HumanTelligence
- Human-telligence is easy-to-learn and intuitive recruiting process.
- building new ones, relationships, work, special attention, office atmosphere
- A Russian startup is using Robot Vera, artificial intelligence software designed for recruiting, to help its 300-odd clientsincluding PepsiCo, Ikea, and LOralfill vacant jobs.
- The software can interview hundreds of applicants simultaneously via video or voice calls, narrowing the field to the most suitable 10 percent of candidates.
- InnovatorsVladimir Sveshnikov (28) and Alexander Uraksin (30), co-founders of Stafory, a 50-person startup in St. Petersburg – Origin – – The co-founders, with a background in human resources, two years ago found themselves making hundreds of calls to candidates whod lost interest in the given job or couldnt be located….
- DevelopmentVera, named after Sveshnikovs mother, combines speech recognition technologies from Google, Amazon.com, Microsoft, and Russias Yandex.
- Sveshnikov and Uraksin are working to teach the bot to recognize anger, pleasure, and disappointment, but even if it can gauge emotions, Vera shouldnt be viewed as a substitute for traditional HR departments, says Mikhail Chernomordikov, a Microsoft Corp. strategist in Dubai.
- If there are no proper relationships, then the work environment would not stay positive, which would eventually result in the drop of work quality.
- One needs to make sure that there is an open communication about the professional work, which would make people comfortable with each other in the organization, resulting in a good relationship with each other.
- Knowing what is happening around in the organization and understanding the employees helps in building up relationships with them.
- Working for the entire time is not possible by any individual, and small perks helps in building relationships among people.
- The company needs to know that opinions from every individual must be taken, for a proper working of an organization.
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.