From the moment a candidate spots a vacancy, the candidate experience commences. Even if an applicant is rejected after the first round, that individual will remember how they were treated. Making applicants feel comfortable around pre-employment assessments should be prioritized on the hiring journey. Given that $4,000 is the average amount that US companies spend to fill an open position, the pre-employment test needs to be effective.
4 min read
11 min read
If you take a peek in the online world, you’ll quickly realize a couple of things:
1. We use our unparalleled information age to create memes,
2. Kanye loves Kanye, and
3. people really, really dislike pre-employment assessments.
11 min read
If you haven’t noticed the entire world has gone online. Your university courses can now be held via a video conference; the advent of educational MOOCs; finding the love of your life (or not) via online dating websites or mobile apps; filing your taxes (less fun than Tinder, but definitely important); online grocery shopping; or making an online order to have an entire glam squad arrive at your own front door. Online recruiting is part of the Internet’s Wild West that’s gained maturity since the days of 90s job boards. (Shout out to Monster!)
6 min read
An applicant may not be a pop star, but word travels quickly in this digital age. Twitter. Glassdoor. Reddit. LinkedIn. Word on the street about a poor interview experience and a company could be trending hashtag.
Topics: Candidate Experience
9 min read
Looking at a candidate's CV is not the equivalent of knowing them personally, obviously. It's not too different from trying to decrypt someone's Tinder profile:
- The top 3 job interview red flags
- Our hiring (biased) brain
- Simple steps to address bias in the hiring process
12 min read
Hiring talent remains the number one concern of CEOs, according to the Conference Board Annual Survey. PwC’s 2017 CEO survey reports that chief executives view the unavailability of talent and skills as the biggest threat to their business. Employers also spend an enormous amount on hiring—an average of $4,129 per job in the United States. AI can help recruiters save time while focusing on finding the most qualified candidates.
4 min read
If your goal is to find qualified people, you may want to consider HR metrics for recruitment. Hiring talent usually remains one of the top priorities for most companies. The Conference Board Annual Survey reported that CEOs believe finding talent is their top priority.
And it shows: companies spend $20 billion on human resources; most of that goes towards recruitment vendors. The process of recruitment may take many forms—from the subcontractors in India scouring LinkedIn to application-tracking software to personal interviews.
3 min read
Thousands of candidates may apply for a single job. The number of applications received for a single position can be overwhelming, and it can take up to 23.5 hours of time to review all of them. Traditional application screening is drawn-out and inefficient.
The process can also be frustrating for the job applicant if he or she must wait a long time to hear if they have been selected for the next selection round. Top candidates with offers elsewhere may even drop out of the process if they get impatient. Luckily, artificial intelligence now exists and can help you screen faster, and review even more candidates.
6 min read
A more thorough candidate assessment process which takes less time. Impossible, right? Not anymore. In our digital world with advancing technology across all industries (including HR), this seemingly inconceivable feat can be accomplished.