I recently watched the new Avengers movie Age of Ultron. The plot has more holes in it than a North Dakota oilfield and the story is little more than one scene after another of things been blown up or knocked down, but that’s to be expected. Not many would pay to watch it if the movie featured the Avengers in a sequel to Dinner with Schmucks. Ultron looks like the child of C3-PO and Yoda and uses artificial intelligence to threaten humanity.
This represents the worst fears of Bill Gates, Stephen Hawking, and Elon Musk — all of whom have publicly said that artificial intelligence could spell the end of humanity. That remains to be seen, but the more immediate threat to many is the end of their jobs from automation and robots.
Rise of the Machines
Automation through both hardware and software is replacing a lot of jobs, at an increasing pace. keep reading…
The U.S. economy added 126,000 jobs in March, with employment trending upward in professional and business services, health care, and retail trade. Congrats recruiters, you just got busier. While the continued growth of the job pool stands as a positive sign for U.S. business, more jobs means more work for recruiters. Every HR professional I’ve talked to is feeling the pressure. New jobs are posted every day, leaving teams sifting through hundreds, and maybe even thousands, of applicants.
Everyone is feeling the strain, as previously successful process slowly begin to falter, leaving teams without the tools necessary to keep their heads above water. While the descent into overload might seem inevitable, it’s not. keep reading…
We at SAP, recent winners of ERE awards for branding and technology, thrive on pushing the envelope, disrupting existing norms and perceived recruitment wisdoms. One of the hot topics in the recruitment industry today is whether an algorithm can replace a recruiter.
In seeking to answer this, we challenged the very traditional university recruiting model.
As far as the question we posed in the headline: WOW. That’s a controversial question!
Perhaps it’s a sensitive one for recruiters to read.
It’s an age-old question that has never truly been answered. Until today …
In a high-tech world, can a computer replace a recruiter? Or more precisely, can an algorithm replace a recruiter?
One of us — Matt — is going to talk about this more in San Diego this month on his panel, but let us say for now that the answer is yes. And we proved it in the field of university recruitment. keep reading…
By margins so overwhelming they leave no room for doubt, HR practitioners enjoy working with their tech vendors and don’t think the software they provide is crummy.
If that surprises you, you’re in good company. William Tincup and John Sumser, two of the best-known names in HR consulting, admit to being surprised themselves when they tabulated the results of a technology survey they conducted as principal analysts for their firm, KeyInterval Research.
In their report, The Ideal Vendor Relationship, they report that 78 percent of the 1,100 participating practitioners answered “No” to the question “Is your HR software crummy?” While that doesn’t necessarily mean they think it’s the best thing since sliced bread, it’s not the result the authors expected.
“Our working hypothesis was that most HR practitioners disliked the technologies they use each day,” write Tincup and Sumser. Instead, “Most practitioners are simply not complaining about the quality of their tools and technologies.” keep reading…
The annual HR Technology Conference always provides a smorgasbord of food for thought. In years past my appetite for content related to talent assessment has not been satisfied. What a difference a few years makes.
This year’s show was packed with valuable information and insights related to the value of talent assessment. keep reading…
You may know that Salesforce, the wildly successful and widely used system businesses use to keep track of their customers, has also been used on occasion to keep track of job applicants. A new partnership will result in a more formal recruiting and human resources system built on the Salesforce platform. keep reading…
Susan’s interview was coming to an end. Overall, she felt pretty good about it. She realized she could have done a better job of making eye contact a couple of times early on, but she had been nervous and it had taken her a while to loosen up. However, she was confident that she had nailed the high fidelity simulation component and the questions were all pretty much what she had expected.
Susan made a point of thanking the three-person interview panel (Janet, the company’s VP of engineering, and her two deputies, Bill and Huang) and making sure no one had any final questions for her.
Then she disappeared. keep reading…
WARNING: Do not read this article unless you want to increase:
- Your online shares and referrals
- Job distribution and visibility to passive candidates
- Candidate response rates
- Recruiter productivity when requisition loads are heavy and inbox recruiting is the primary activity (The activities described below have reduced time-to-offer by over four days.)
- Traffic to your career site
- The total number of unique applicants into your ATS each month (the following activities have also resulted in the addition of over 20,000 new applicants in one year.) keep reading…
The candidate experience at job fairs hasn’t changed much in the last 20 years. Booths have gotten bigger, with more creative use of space, but the concept is still the same — attendees line up, talk to a company rep for two or three minutes and walk off with a paper brochure. If they’re lucky, they get a chance to interview in a makeshift, curtain-walled office flanked by three other candidates doing the same thing.
In this environment, candidates often don’t have an opportunity to engage with the company culture, understand the direction of the business, or clearly see the reasons why they should join.
With a key university job fair approaching, a crack team of three Hershey employees — myself, a graphic designer, and a university relations analyst — decided we were going to attempt to improve candidate engagement by taking a more modern approach. After a quick ideation session, we landed on an idea to experiment with augmented reality technology. keep reading…
At ASB Bank in New Zealand we wanted to do something different. Our talent acquisition team has a social media mantra of #leadnotfollow, and we wanted to make some noise in the market.
In brief the goal was:
To stand out from the crowd and to attract the best people, to create a first within the New Zealand recruitment industry, a 3D interactive digital experience designed to capture the attention of job seekers and that could be shared within professional networks.
I had an idea when watching marketing videos on YouTube. One particular video marketing fruit juice caught my attention. From this research a recruitment campaign was born. keep reading…
You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.
Now let’s look at the final winners. Thanks again to the judges.
Best College Recruiting Program keep reading…
A year and some months after acquiring the popular MaxHire and Sendouts, Bullhorn is releasing its overhauled ATS, incorporating some of their best features while fixing one of the biggest complaints with its own SaaS system. Bullhorn now runs on MACs, as well as on PCs and mobile devices.
The new S Release announced today is not an integration of its late 2012 acquisitions of the two software providers. Their systems will continue to be offered and supported. But Andrew Hally, Bullhorn’s VP of of product and marketing, expects that when MaxHire and Sendouts users see what S Release can do, they’ll switch.
The two most significant changes — besides fixing the Mac compatibility problem of prior Bullhorn ATS versions — are speed of performance and ease of use. The system is now so fast that the announcement of its release says it is three times faster than any prior version. keep reading…
Any company that adopts a people-first belief system understands the importance of finding and hiring the right people. We’ve been basically doubling our team every year for the past few years; we are constantly in a hiring state and always on the lookout for really good people. You have to be a company that top talent wants to work at in order to win the war for top talent; this means that we are constantly tweaking our environment and culture to make sure that we stay (at least) one step ahead of our competitors in delivering the kinds of things that employees want.
It might not seem obvious at first, but IT policies can be a major factor in this. keep reading…
Despite missing on earnings, investors gave Dice Holdings a bye this morning, liking the revenue numbers it posted for the fourth quarter of 2013 as well as what the company sees for this year.
Some slowing in the niche job board company’s security clearances jobs site (ClearanceJobs.com) was more than offset by gains in other areas, and by contributions from the sites Dice acquired when it bought onTargetjobs last fall and the IT Job Board in July. Improvement in the finance sector in Europe and Asia staunched the decline in revenue at eFinancialCareers.
“In the fourth quarter, we delivered better revenue and profitability than we thought we would in October, particularly from improvement in our finance segment,” said Dice CFO, John Roberts. keep reading…
A recent study from Oxford University suggests that almost half of all job categories are at some risk of being automated within the next 20 years. That includes telemarketers (99 percent certainty); accountants (94 percent), real estate agents (86 percent); airline pilots (55 percent), and even actors (37 percent).
At low risk are jobs like clergy (0.8 percent); dentists (0.4 percent) and recreational therapists (0.2 percent). What is a recreational therapist anyway? The authors of the study don’t define the job, but it sounds suspiciously like an euphemism for a profession popular in Nevada, which would explain the low probability of the job being automated.
The study doesn’t mention recruiters except to say that big data analysis will result in better predictions of performance, especially of students, and will make recruitment more efficient. keep reading…
Say hello to your newest employee Baxter.
He stands three feet, one-inch tall and weighs 165 pounds. He’s dependable and works well on teams and alone. He’s very productive especially performing tasks most employees don’t like to do such as stocking shelves and order picking. He doesn’t take breaks or vacation and doesn’t require health care and retirement benefits. He costs only about $3 per hour, less than half a minimum wage. Best of all he can work 24 hours per day, and seven days each week without violating labor laws! keep reading…
We’re heading into another new year, a year full of promise and opportunity and predictions from the experts about which techniques and technologies will remain or become vital weapons in the recruitment arsenal.
- Mobile Accessibility
- QR Codes
- SMS Texts
- Applicant Tracking System Upgrades
- Search Engine Optimization and Search Engine Marketing
- Local Market SEO
- Talent Community/CRM/Relationship Marketing
- Source Identification/Tracking
- Social Media
- Employment Branding
- Employee Referral
- Talent Segmentation/Targeted Marketing
- Employment/Internal Communications
- Alumni Outreach
- Job Description Upgrades
- Branding people with RIFD codes and tracking their every movement and behavior … keep reading…
We just completed our ten big predictions for HR, talent, and learning in 2014 and the theme is “The Year of the Employee.” Global economic growth will cause the balance of power to shift, allowing top talent to exert more control. Top people with key skills (engineering, math, life sciences, energy) will be in short supply due to global economic growth. Thanks to new U.S. healthcare laws, people also will feel more free to change jobs.
For the first time in more than five years organizations are competing for talent — and the formula for success this time is different. To compete for key talent, organizations will need to adapt and innovate.
With that, the challenges and opportunities will employers face in 2014: keep reading…