Welcome to “The Most Interesting Recruiting Stories of the Week,” a weekly post that features talent acquisition insights and information from around the web to kick off your weekend. Here’s what’s of interest this week:
Alternative credentials are great, but how verifiable are they? As more employers open up more to the idea of skills-based hiring, many recruiters are seeing candidates with all sorts of credentials and certifications on their resumes. However, 71% of recruiters say it’s harder to evaluate the quality of alternative credentials than college degrees. This is a fantastic story with tons of data about the state of alt creds and how they are fitting into the recruiting process. (Capterra)
Canada is aiming to snatch up U.S. workers. A new Canadian program is offering work permits for up to three years to H1-B visa holders and their families, and within days of its launch, it reached its initial cap of 10,000 applicants. As the BBC reports, “The burst of applications is a sign of mounting frustrations among skilled workers in the US who feel trapped in the limbo of a legal immigration system that they see as outdated and unfriendly.” (BBC)
New college grads are worried about AI. Who isn’t? A new survey shows that more than half of grads say that the growth of AI makes them question their own workforce preparedness. And probably for good reason — because 57% of employers say that certain entry-level roles could be replaced by AI. The research isn’t all steeped in gloom. There are some really positive findings too. (Cengage)
The case for why some applicants with criminal backgrounds are superior to those with no criminal history. Job applicants with criminal histories are less likely to get hired. No news there. However, when those job seekers also hold certain credentials — like at least one year of relevant experience, a GED or college degree, or a recommendation — they are more likely to get hired than their counterparts without criminal backgrounds. (SHRM)
You can still use racial data in hiring. It’s weird to even say such a statement, but given the Supreme Court’s recent ruling abolishing affirmative action in higher education, talent pros are feeling unsure about how to proceed when it comes to DEI efforts in the workplace. Check out this article for practical guidance on how to sustain DEI in your talent practices by leveraging diversity data in the right ways. (Harvard Business Review)
An intern told a recruiter that he wants to work no more than 5 hours, have a startup culture, and an above-average salary. Well, hey, isn’t that what we all dream of? But then we all grow up, right? To be fair, this intern hardly reflects the attitudes of most younger people, but this story should at least provide a good chuckle, nonetheless! (Fortune)
A guide to recruiting passive candidates. In the U.S., “there are nearly two open jobs for every unemployed job seeker and 61% of U.S. business leaders say it’s challenging to attract top talent.” Recruiting passive candidates can help fill those roles. Check out this guide with practical tips. (LinkedIn)
Is the resume really dead? Of course not, but that doesn’t stop some talent pros from saying it is or kind-of-sort-of saying it is. Such is the case at Molson Coors, which makes a number of well-known beers (Coors, Miller, Foster, etc.). A regional head of TA for the organization recently said that the company is scrapping CVs, but the reality is that…well…read the piece for more! (ERE.net)
