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If a candidate hasn’t searched for a job in recent years, AI has greatly changed the landscape.  According to a Korn Ferry Global survey, 63% of respondents said AI has changed how recruiting is done in their organizations. It’s not only about the incredible, automated Applicant Tracking System (ATS) that is now common in companies. Applicants have to not only get past the human gatekeepers when they are searching for a new job, but they’re also now having to hone the skills to pass the artificial intelligence (AI) component in the early-stage screening.

Oh 2020, you're a weird one. We're really trying our best. Companies are quickly trying assess how the world of work is going to continue---including how to build teams and successfully manage them. Even with many employees workig from home. Organizations are digitizing their hiring process with an online recruitment system, allowing employees to work from home permanently, and making Zoom an unofficial employee. 

The trend for working from home may suit some companies while they redesign their office spaces to cater to new social distancing guidelines. Nearly every company is clamouring to find how to make their business processes digital, from finding an online recruitment system to team brainstorming. Business leaders are not only looking to solve for the short-term, but also for the long-term consequences of COVID-19. 

The biggest question on everyone’s mind: what will the new normal be? What’s going to happen to the workplace? The coronavirus (COVID-19) pandemic has generated new insights into how employees and employers will reshape the workplace. For decades, there has been a discussion on “future of work”. Currently, this is it. With many companies using work-from-home policies to continue operations, for example, there will be a waterfall of changes to come.

Big data in healthcare tends to refer to health data like electronic health records (EHRs), medical imaging, and medical devices. But big data can also be applied to identify the care-takers and professionals managing healthcare recruitment systems.

Candidates are the life-blood of recruiting strategies, big or small. Everything within a business is geared towards converting new customers, retaining a diverse talent pool, and creating strong candidate sourcing. In fact, Retorio supports companies in retaining their own best “customers”---their employees and candidates. We use video recruiting, artificial intelligence, and the Big 5 personality model to provide insights to employers about how to win and retain the best talent. 

Almost overnight, companies, cities, and countries have put out calls for qualified healthcare professionals. With COVID-19, telehealth providers have gained consumer acceptance---and demand. Hospitals and health care systems are needing to find rapid solutions to treat patients, handle treatment loads, and onboard professionals quickly. 

The makings of a life include the happy acts of coincidence — running into a friend in a foreign country or discovering a new hole-in-the-wall taco place. Reminiscent of “Sliding Doors”, it may be the little things that usher us to entirely different situations. While some happenstances are pleasant, others remain less-than-ideal. For organizational culture and business, these small moments may endanger its own existence. If not handled prudently, an unexpected event may create long-term damage. The current health pandemic has greatly affected numerous industries and businesses. The travel industry alone is expected to lose $820 billion.

“Teamwork makes the dreamwork” is the not-so-scientific term that refers to how teams do things an individual or even a group can’t. Teams are characterized by a special sauce, or synergy, where individual efforts and skills make up a greater sum than its individual parts. 

We know plenty of companies are struggling to find the “new normal” right now.

Building a talent tunnel is a long-term task. But what to do in the age of global pandemics---with the most recent one, coronavirus set to disrupt every industry? The relationship building must not only continue, but it’s highlighted the development of a new era: Hiring 2.0.

Fortunately it doesn't involve bidding on eBay for $80 hand sanitiser.

The current challenge for hiring teams now is: getting to know candidates quickly—and remotely. Given the state of affairs, in-person interviews may not be an option right now, but filling vacancies is still very much game on. 

Let’s examine one company who puts empathy at the core of what they do: Piktochart. Values lay at the core of Piktochart’s organizational culture and processes. Plenty of companies say they have a mission, values, and vision, but employees don’t necessarily feel a company’s values day-in and day-out. One root value may be missing in in the daily, empathy.

Recruiters have a lot to juggle: sourcing talent, finding qualified candidates, building resume databases, and ensuring candidates walk away with a positive impression regardless of outcome. With so many people and processes to consider, a hiring manager may be struggling with the silent killer of perfectionism. If companies are worried over quality candidate sourcing, they should take great care of keeping perfectionism out of their workplace.

“It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” Charles Darwin may not be the authority figure on candidate sourcing (as he is in science), but he still packs a punch for recruiters. He’s highlighting the essential nature in today’s workplace: the ability to anticipate change and to execute it. It’s the rigid system---or recruiting strategy ---that is bound to collapse; it’s the recruitment process that is more resilient and more fluid that is bound to identify new candidates. Talent sourcing, sourcing candidates, and other sourcing strategies may not be a Darwinian science, but qualified candidates are bit of a rare breed.

How many candidates request that golden interview hour of 11am? It’s not early for any party to feel sleepy or hungry; it’s not too late in the day to feel the fatigue of work. How many applicants vie for Tuesday or Wednesday slot? As explained by Glassdoor, the well-known job review site, shows that Tuesday is the optimal day for an interview.

If haven't applied to a job in the past 20 years, the almost-humorous (*almost*) nonsense of applying to a job may not hit home. You'd think since we have driverless cars and tourist-manned spaceships, it'd be simple to upload a resume---and then not have to go through 9 pages of filling out an application afterwards. But alas modern living (sigh). And yes, the modern candidate experience.

If a company is not applying job fit to every position they’re posting, they risk accepting hiring ill-fitting candidates. Personality impacts everything on the job--from how they collect and observe information, their clothing choice, their relationship with colleagues, and what aspects of a job they’d enjoy (or hate). Personality doesn’t stop a single person An organization, a team, or the job itself can have a personality of its own. That’s why more and more companies, from Goldman Sachs to Disney, are assessing individual personality for job fit. We’ve saved one customer, HappyCar, over 70% in time-to-hire for their recruitment team by delving into the personality of candidates.

Digital natives are a handful—and hold a handful of expectations on how the candidate experience should work. They don’t remember the world before the Internet. They expect speed and follow-through on services and products. The interconnectedness of social media, Google, and everything accessible within a few clicks means digital natives are used to playing the comparison game—and they’re good at it. Their behavior is similar to modern-day consumers---and what they're looking for in their recruiting experience.