Recruiting News Sunday, April 1 300-odd clients—including pepsico, L’oréal—fill vacant jobs, Ai & 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
- 5 Recruiting Skills That AI Can’t Replace
- AI, interpersonal skills, lasting impression, talent acquisition professionals, human touch
- On Hiring – it’s recruiting brainfood for the week ahead – Issue #77
- Hung Lee – Happy Easter everybody! Might this be the best brainfood issue ever? I think it could be: we’re talking recruiting metrics, social media algorithms, C
- social media algorithms, share, empti pwieshh, income mobility, best brainfood issue
- 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.
- Instead, AI will automate more menial, structured tasks (like data collection) and free up recruiters to focus on building their skill sets that require a human touch.
- Heres a look at each recruiting skill: – – Unsurprisingly, the most AI-proof skill is the one that relies most on the human touchbuilding strong relationships with candidates.
- Pre-screening AI tools can come in handy here as well, but what will really help you make this decision is meeting with the candidateand, even better, bringing them in for a job audition.
- The best way to assess interpersonal skills is the simplest, and something recruiters are very good at: chatting with candidates.
- Mastering these five skills will ensure that your candidates always have welcoming and engaging interactions with you and your company, even if they encounter AI along the way.
- I think it could be: were talking recruiting metrics, social media algorithms, Candidate Discovery from Google, questions to ask when recruiting the recruiter, an amazing interactive infographic on income mobility and 101+ recruiting hacks e-book from our buddies at Lever.
- Special thanks this week goes to: – – Kevin Greene, James Peters,Douwe van der Leer,Marcin Hordyniec,Sebastian Dietrich, Steve Jacobs, Igor Bobryk, Gabriela Matias, Karolina Kettler, Nathan Reese, Kristian Bright, Sooz Kinsella,Rafaela de Sousa, Jo Weech, Tom Pyle, Oliver Urpi, Katrina Bowles, Daniel Paul, Sharon Kennedy and Denise Pereirafor your very…
- Kevin Greene, James Peters,Douwe van der Leer,Marcin Hordyniec,Sebastian Dietrich, Steve Jacobs, Igor Bobryk, Gabriela Matias, Karolina Kettler, Nathan Reese, Kristian Bright, Sooz Kinsella,Rafaela de Sousa, Jo Weech, Tom Pyle, Oliver Urpi, Katrina Bowles, Daniel Paul, Sharon Kennedy and Denise Pereirafor your very public support of this newsletter.
- H/T brainfooder James Lesner for a cool piece of employer branding – – Do you remember the days when your email was also your candidate database?
- RECRUITMENT MARKETING Extremely useful guide from Ste Davies on the social media algorithms of Facebook, Instagram, Twitter, LinkedIn and YouTube.
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.