Alexandra Levits Water Cooler Wisdom 7 Ways AI is Simplifying Recruiting

Alexandra Levit's Water Cooler Wisdom 7 Ways AI is Simplifying Recruiting This week, from my friends at DeVryWORKS: The world of talent acquisition has never been so challenging. In most of the developed world, the pace and volume of hiring has picked up significantly, yet most recruiting teams have not adequately staffed up to cope with the demand. At the same time, manual processes are still king, with resume screening and interview selection and scheduling among the most labor intensive. Artificial intelligence has the potential to transform recruitment operations, but it must be used strategically, since most agree that talent acquisition should be a highly personalized, human to human engagement. The sweet spot of AI here is the lower level, repetitive tasks that eat up the time of the recruiter, who should instead be using his or her interpersonal power to draw talented individuals into the organization. Here are a few promising AI-related technologies that both simplify and streamline recruitment operations. ClearFit The “Smooth Hiring” sourcing program automatically broadcasts a job description to the top job boards and identifies applicants that match your needs through a ranking process based on previously identified attributes. Candidates with a Strong Fit score meet or exceed at least 18/20 traits (including 5 Critical Traits), and all minimum skill and experience requirements. Recruiters receive an email every time there is a new Strong Fit, and once every 24 hours notifying them of all new candidates from that day. GapJumpers One of the most challenging hurdles recruiters face is unconscious bias, which is triggered by our brain making quick judgments and assessments of people and situations based on our background, cultural environment and personal experiences. GapJumpers combats this by offering a blind-audition process in which candidates are given a job-related assignment and hiring managers assess the completed task without seeing any personal identifiers, including name, gender, work experience or education. Harver This all-purpose assessment engine allows TA professionals to measure everything from personality across six different dimensions and cognitive and problem-solving capabilities to language proficiency and situational judgment specific to the role in question. It can even measure a candidate’s work environment preferences and compare them to your organization’s to better ensure a match for cultural fit. Ideal This software automates resume screening by applying machine learning on an existing resume database. According to Ideal, the program determines which candidates went on to become successful and unsuccessful based on their performance, tenure, and turnover rates. It learns about existing employees’ experience, skills, and other attributes, and applies this knowledge to new applicants in order to rank, grade, and shortlist the strongest candidates. For the applicants themselves, the software uses publicly available data to offer recruiters a more complete profile of previous employment and social media engagement. JobPal Custom-build recruitment chatbots like JobPal allow TA professionals to respond to candidates in real-time and guide them, step-by-step, through the application process. Many candidates fatigue before they can finish an often lengthy form, but chatbots can prompt them for the same information in a more user-friendly format. And, if candidates don’t provide everything required, chatbots can check in to remind them. Bots can also maintain an active relationship with a candidate, providing status updates on an application, scheduling interviews, and letting them know that a job has been filled and they are no longer being considered. Textio Many recruiters have trouble attracting diverse candidates based purely on the language in their job descriptions. This AI program examines 40 million job listings and considers the outcomes: how many people applied, how long the job stayed open, and the demographic groups the description did or didnt attract. Based on the data, a predictive engine provides feedback on how likely a job description is to draw diverse candidates along with suggestions for how to phrase descriptions using more neutral language. X.ai Featuring scheduling assistants “Amy” and “Andrew,” this software allows recruiters to connect their calendars, update their preferences, and schedule phone screens or in-person interviews with candidates. Allegedly, Amy and Andrew were created based on a comprehensive analysis of human meeting habits and terminology, and their communication appears so natural people often believe they are working with humans.

Elevator Pitch or Take the Stairs

Elevator Pitch or Take the Stairs “Have a nice day”, I love New York Tee shirts, Canary Yellow Cabs, and Elevator pitches. Being a true Brit my instant feelings towards an elevator pitch is clear â€" a collision of Anglo-American culture that is hard for everyone in Britain to instantly align themselves with. Admittedly, the benefits that can come from a smooth, well-groomed few lines of self-promotion are effectively limitless but it takes courage and practice. The brief is simple, you walk into an elevator (lift for us Brits) and you meet your future employer or future business partner â€" someone who could change your life considerably â€" even if they don’t know it yet. One important aspect is that it doesn’t have to be an elevator to make this pitch and I would also advise against dwelling in a lobby as you may get some strange looks or even some kind of injunction. You have two options either let the opportunity walk away or take those moments of coincidence to deliver a brief, snappy, memorable introduction regarding your person. Simple! However, this is when the palms start to sweat, you get the shakes or your stomach is growling for lunch, brunch or even elevenses. STOP! Always run with the ethos that not only does practice make perfect it also makes permanent. Lets prepare Spend time practicing your pitch before it is released into the world. Remember elevators are small places and usually when moving only has one place to go â€" through the ceiling and that isn’t easy. Take some time to learn your words and don’t feel odd about practicing in front of other people or in front of a mirror. Content is king I always find that the use of a mind map is a great way of working on getting my ideas from my brain onto paper and then they breed to concepts and ideas. Only your mother or your Gran wants to hear your life story so keep it relevant and don’t get stuck in the details. The total time you have to deliver your lines is anywhere in the region of 1-3 minutes. Sell yourself, what can you do that no one else can â€" introduce any unique selling points you possess. Don’t be afraid of telling them your achievements especially if you’re involved in sales â€" tell them how much money you could make them. Stand and deliver A balance is needed â€" don’t come across too scripted and monotone, saying that don’t come across too flamboyant. Unless you are industry that requires either of those character traits but generally speaking stay in that middle range. Enthusiasm is important; if you can’t be enthusiastic about yourself no one will be able to. One of the most important things you own is your name â€" use it twice in the opening sentence. When introducing myself I always say hi, my name is Benjamin, Benjamin Eddy. I do this to increase the likelihood of my name sticking in the head of those being pitched. Once you are confident using it, I would always do it in front of a colleague or friend who you are happy taking constructive criticism from so you have a feedback loop that helps to develop your pitch further. I would recommend that everyone has this up there sleeve, you never know when you get the opportunity to advance your career, business situation Remember, this is your door way to potentially a greener more prosperous future so take it seriously and nail it. Benjamin Eddy is an SAP recruitment professional working at RED, you can find him on LinkedIn. Related: How To Create Your Memorable Elevator Pitch [4 Simple Steps].  Image: Shutterstock

What Can Miley Cyrus Teach Recruitment About Rebranding

What Can Miley Cyrus Teach Recruitment About Rebranding So the image of a nearly nude Miley Cyrus as she twerked her way, tongue out, through a performance at the MTV Awards, was shocking to say the least. Where was the sweet teen whose alter-ego was Hannah Montana? The show, and Mileys sexy new image, caused quite a commotion. And a bit like marmite, it seems people either love it or hate it. Either way, the stunt certainly got everyone talking, with all social media channels buzzing with the various opinions both positive and negative. With a 100% increase in followers on Twitter, a significantly higher search engine ranking and literally millions of YouTube views, revenue for the Miley Cyrus label was given a huge boost. And despite the fact that not all publicity was in favour of the star, in just one week her new track Wrecking Ball sold nearly 100,000 digital downloads, her Facebook page gained more than 226,000 new fans and her Twitter account attracted over 213,000 new followers. While discussions raged about the emotional wellbeing of the 21-year-old, those classifying Miley as yet another messed up child star, following in the troubled footsteps of Britney Spears and Lindsey Lohan, failed to consider it all from a somewhat different angle that this was perhaps one of the most elaborate re-branding stunts ever pulled Why re-brand? There were a number of reasons why Miley Cyrus and her team decided it was time to take action and re-brand. These include: She turned 21. The Hannah Montana brand portrayed her as young and innocent. The Hannah Montana followers had also come of age and were ready for a more adult image. As with all child stars, there comes a point at which they have to progress from child to adult. This nearly always requires a re-brand of some sort. The Hannah Montana image would not sustain Miley in the adult pop world alongside the eternal icons, such as Madonna. The re-brand of Miley Cyrus was perfectly planned and executed. It was strategic and smart, timed as it was to coincide with Miley coming of age. Miley and her team choose an international platform from which to present her new sexy image to the world. Effectively killing all assumptions that Miley was in any way like her innocent former alter-ego. While this served to push Miley forward to a new level and into a completely new market, it also burned all bridges for the multi-million dollar Hannah Montana label. From this there will definitely be no going back. Gone is the sweet Disney image and in its place something new entirely. So why was the re-brand of Miley Cyrus so successful? It seems Miley and her crew adhered to some tried and tested re-branding strategies. Other brands can learn some important lessons from these: Slow or explosive choose one method or the other. Mileys team chose the latter. Big time. Know your audience and target market inside out, including exactly how to get their attention. Build a brand identity around what sets you apart form the competition as a sex symbol in Mileys case Fill a void Miley satisfies the gap in the market for someone of her age and music genre. Develop a strong core brand message Mileys is to embrace what and who you are, a very powerful concept in the current political climate. Avoid diluting the brand or confusing the target audiences by eliminating unnecessary aspects of it. In Mileys case this was to say goodbye to Hannah Montana. For good. Develop a strategic plan and stick to it. The re-invention of Miley Cyrus was planned to the very last detail, from the timing, to the outfit, to the stage. Whether perceived by those who saw it as good or bad, it could not have been more memorable. Measure the impact and always gather as much feedback as possible. The long term implications might take some time to become apparent, but it is important to begin to develop a picture of how the new brand is being perceived and by whom. Miley Cyrus is now more famous than she has ever been even named one of the most influential celebrities of 2013 by Barbara Walters. Let social media do the work for you. Engaging communities and provoking discussion can have a ripple effect. One tweet, of the right tone and content, can soon have a topic trending, which more often then not will translate to higher revenues for the brand. This is certainly true for the Miley Cyrus brand. The importance of longevity: The challenge for any re-branding is to ensure the effects will be long term. Alongside following the strategies outlined above, any re-brand must be seen to be authentic. Brand ambassadors must believe in what they are promoting, inside and out. This can mean the difference between success and failure. Time will tell how the Miley Cyrus brand will fare over time, but the brand is certainly on the right track to continue along the road of success. Author: This article was written by Maximus IT.

Helping a Candidate with a Criminal Record Find a Job

Helping a Candidate with a Criminal Record Find a Job Recruiters work hard every day to find the right people for the right jobs. Even on an average day, it can be difficult to find the perfect role for candidates even with great qualifications. Every time you receive a CV from a candidate, your mission is to get them a job â€" in its simplest format, it’s still a very difficult process. Now, imagine you received a CV from someone with a criminal record, what would you do? Have you ever helped someone to get a job with a criminal record? Dealing with criminal records No recruiter could be blamed too much for disregarding CVs they receive from people with a criminal record. After all, you are already so busy with a pile of CVs from other people who are desperate for you to find them a better job. It isn’t unreasonable to think that it would be too difficult to even find the time to get someone a job with a criminal record, and even if you did, it may well turn out to be a fruitless affair. Perhaps, recruiters should give these CVs a chance, or at least, get in touch with the candidate with some advice on how they can get a job with a criminal record. For example, you might get a CV in from someone who has one, and the CV will be poorly formatted. Why not give them some advice on how they should format their CV? Or there could be a situation where the candidate doesn’t have much experience, you could potentially recommend that they do some volunteering? Of course, you don’t want to send their CVs to employers to just ‘give them a chance’, but if someone has put work into their CV since their criminal conviction, it may be worth taking a shot on them. Helping them prepare for interviews If you do decide to send their CV to an employer, you could take some time to help them prepare for the interview. Candidates with a criminal record will need to know how to react when asked about this as if they are unprepared for the question, they’re in trouble. Candidates with criminal records can’t afford to do a bad interview â€" they are already swimming upstream. Explain to them that they should not focus on it too much and their attention should be on what they’ve done since their conviction. Chase their references References are important no matter what qualifications people have, but they are particularly important for people with a criminal record. Explain to candidates the need for strong personal and professional references, because without these most employers will be hard pushed to hire someone, even if they like them in the interview. Start small It may well be the case that candidates with a criminal record will need to start off in a low paying job. This is likely to be necessary so the candidate can get back on the ladder. Be realistic with candidates and explain that it may take some time to rebuild their reputation. Consider all options You will face situations where you simply can’t find candidates with a criminal record a job and you will need to be upfront. For some candidates, it might be a realistic option for them to set up their own business, or some may be open to joining the military. Key message The primary message is that recruiters shouldn’t just bin CVs of candidates with criminal records. Give a few of them a shot and you never know where it might lead. Finding a job for someone with a criminal record would be an amazing achievement and remember that it is possible! About the author: Omar Kahn is a legal assistant at Hansen Company. He likes to write about issues relating to employment and immigration.

LOreal Q A Part 3 - Debut

LOreal Q A Part 3 - Debut Are L’Oreal still involved with animal testing? No. L’Oréal does not test any of its products or any of its ingredients on animals, anywhere in the world. Nor does L’Oréal delegate this task to others. An exception could only be made if regulatory authorities demanded it for safety or regulatory purposes. What other ethical and community initiatives is L’Oreal involved with?   We believe in the beauty of protecting the environment and biodiversity, the beauty of supporting communities and providing security for employees, the beauty of delivering desirable and sustainable products for women and men.   By 2020, our ‘Sharing Beauty With All’ programme commits to: Innovating sustainably: 100% of products have an environmental or social benefit. Producing sustainably: Reducing our environmental footprint by 60% whilst attracting one billion new consumers. Developing sustainably: we will enable more than 100,000 people from underprivileged communities to access work. Living sustainably: We will empower every L’Oréal consumer to make sustainable consumption choices More info on  Sharing Beauty With All Why should a graduate choose L’Oreal over professional services firm, tech firm or investment bank?  We are the world’s largest beauty company, with 32 international brands. We’re at the forefront of innovation and encourage all of our employees to think outside the box with an entrepreneurial mind and spirit. Our employees are encouraged to take risks, find new alternatives and keep challenging the norms. This is what makes L’Oreal so exciting and no day the same. People are the reason L’Oreal is successful so we are very committed to investing in our junior talent in whichever scheme they join. You have a mobile game on Debut, what is the reason for this? Innovation is at the heart of everything we do at L’Oréal â€" and what better way to innovate our recruitment process than through gamification. Being able to show candidates what LOréal UK Ireland is really about is extremely exciting. We want to be able to reach candidates who would not necessarily consider L’Oreal as a place to work whilst also increasing the awareness of the 32 international brands that we have. We also want to challenge some of the stereotypes that L’Oreal is all about women and shampoo, which is why we wanted to focus on the different wings of the game. Connect with Debut on  Facebook,  Twitter,  and  LinkedIn  for more careers insights.

Enter to win a free cover letter book resume assessment - Sterling Career Concepts

Enter to win a free cover letter book resume assessment Enter to win a free cover letter book resume assessment To celebrate five years in business, were raffling offone copy of Cover Letters for Dummies (3rd edition) byJoyce LainKennedy and a one-page resume assessment (total retail value of $61.99). To enter, please email your full name, address, and telephone number to contest@SterlingCareerConcepts.com. One entry per person, please. The drawing will be heldApril 15, 2009 at 12 noon EDT. The winner will be contacted by phone and announced here onour blog. Good luck! Enter to win a free cover letter book resume assessment Enter to win a free cover letter book resume assessment To celebrate five years in business, were raffling offone copy of Cover Letters for Dummies (3rd edition) byJoyce LainKennedy and a one-page resume assessment (total retail value of $61.99). To enter, please email your full name, address, and telephone number to contest@SterlingCareerConcepts.com. One entry per person, please. The drawing will be heldApril 15, 2009 at 12 noon EDT. The winner will be contacted by phone and announced here onour blog. Good luck!

The Benefits of Taking a Resume Writing Class

The Benefits of Taking a Resume Writing ClassIf you have been rejected for a job and are wondering what to do next, a resume writing class may be the answer you're looking for. With this type of class, you'll get expert guidance on how to write a well-written resume that can land you the job of your dreams. This type of training is helpful for anyone who has ever suffered through the embarrassment of having a poor resume, or who has not been successful in landing a job in that department due to poor writing skills.There are many reasons why an online resume might be deficient, and there are many different types of errors that could be present. The best way to identify this is to go ahead and find a qualified instructor who will go over the contents of your resume and point out where you could have done better. Most instructors at resume writing classes are well-versed in the psychology of the job market, and they'll be able to point out things that you're doing wrong in your resume a nd offer advice on how to fix those mistakes.If you have been rejected for a job and would like to improve your chances of getting hired again, taking a resume writing class may be the answer you're looking for. With this type of class, you'll get expert guidance on how to write a well-written resume that can land you the job of your dreams. This type of training is helpful for anyone who has ever suffered through the embarrassment of having a poor resume, or who has not been successful in landing a job in that department due to poor writing skills.Resume writing classes provide students with the knowledge and skills they need to prepare a killer resume that impresses the hiring manager. Many people don't know the secrets of resume writing and would struggle to generate a professional resume if they didn't take this course. By attending a resume writing class, you can learn how to use the words you write in a way that gets the attention of the hiring manager.Coursework from these cl asses will involve focusing on career guides, tips, tricks, and techniques. Through lectures and lab time, you'll learn how to craft a perfect resume based on the requirements of the employer. With this, you'll be able to capitalize on the details you need to add and make a great impression in the interview.The classes give students tips on how to craft a perfect resume based on the requirements of the employer. Through lectures and lab time, you'll learn how to craft a perfect resume based on the requirements of the employer. With this, you'll be able to capitalize on the details you need to add and make a great impression in the interview.Students attending resume writing classes will also receive workshops in reviewing their resumes. This helps them review their resumes to determine where they could have done better. By going through this workshop, they will be able to find and correct any mistakes they may have made and become more professional.As mentioned, the courses are desi gned to help students craft a good resume based on the requirements of the employer. Through lectures and lab time, you'll learn how to craft a perfect resume based on the requirements of the employer. With this, you'll be able to capitalize on the details you need to add and make a great impression in the interview.