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Challenges that Companies face when Recruiting

How to Solve the top 5 Challenges that Companies face when Recruiting?

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Modern recruiters and HR managers find it essential to stay up to date with the changes in a candidate-driven market and they need to reevaluate their hiring techniques because of the challenges they are facing.

In order to get a clear picture of how to solve the top 5 challenges that companies face when recruiting, let’s first identify them:

1. The need for a new hire “Yesterday”

One of the biggest challenges that recruiters face nowadays is having to hire quickly. And we all know that vacant positions cost time and money. Hiring fast can have its advantages but it can also come with a cost. Hiring quickly to fill a role, can save a bit of money, but what if the candidate is not the correct fit? What if that candidate leaves, does not fit into the work culture, or does not match the skill set required? Candidates also prefer a quick application process. According to statistics, 60% of candidates have quit the application process because it took too long.

41% said automated decision-making would speed up their time to hire.

Solution: Build talent pools proactively. Having a nurtured talent pool can make all of the difference. It will come in handy when you need to fill a role fast. Using the right recruitment automation tools can ease up the HR workload, using time in an efficient way and improve the quality of results. In this process, don’t forget to be human. Candidates are people and they expect so see genuine care. Think about their plans, their aspirations, where they are in their career, as you would for yourself. This will have an impact in the long-term.

2. High Competition in the Market

The competition for talent at a global level is fierce. With outsourcing services and remote working, the entire workforce landscape has changed. A recruiter’s role (area of expertise) gets wider as challenges grow, and they need to go the extra mile to hire the best talent.
The Bureau of Labor Statistics confirms that in September 2019, there were 7.0 million job openings and only 5.9 million hires.

Solution: With many offers on the table, candidates get picky and look for more than just a paycheck. Actually, the first interaction they have with the company could be with the product/ service it offers. Employer branding is no longer an option. It can cut the time to fill in half and a positive reputation can lead to 50% more qualified job applicants. As a result, 59% of recruiting leaders worldwide are investing more in employer brand (Source: LinkedIn).

3. Finding Skilled, Qualified Talent

92% of business leaders think American workers aren’t as skilled as they need to be.
There is a real skills gap in the workforce that keeps growing. Depending on the role, there could be barriers from lower levels to higher levels. Time constraints and the need for specific skills sets can cause a skills gap, that can impact your company.

Solution: Fill the knowledge gaps by upskilling the team. There are different ways to accomplish this: current employees should have the opportunity to attend conferences, workshops, in-house training. Another approach would be to consider “virtual mobility” (an alternative or complement to physical mobility programs) – a relatively new concept defined by elearningeuropa.info portal as: “The use of information and communication technologies (ICT) to obtain the same benefits as one would have with physical mobility but without the need to travel”.
Bridge the skills gap by working with a recruiting company like SourceMatch.

4. Retaining Millennials
Millennials are the generation born between 1980 and 2000 and there are 75 million in just the US. It’s no secret that millennials want something else in the workplace. And by something else we talk about how they want their job to mean something, to have a purpose.

Solution: In an article published by Forbes, Nathan Peart argues that millennials are efficient, driven and focused and the Millennial workforce will show passion and dedication—giving workplaces the opportunity to offer Millennials a real trajectory and a chance to grow and stay. At SourceMatch we implement personal development sessions and each individual’s growth is very important to us. These sessions give us a clear understanding of where the person is, how they evolved, and the direction they’re heading.

5. Relationship with Hiring Managers

Is the relationship between the recruiter and the hiring manager a smooth and effective one? It should be, right? But the truth is that recruiting has a lot of expectations from various stakeholders and managers. From these expectations and the quality of candidates, you can sense the need for goal alignment and proper communication.

“51% of recruiters said hiring managers “should do a better job communicating what they are looking for in a candidate” and “provide relatable examples.” (iCIMS)

Solution: Effective recruiting starts with a healthy relationship between the recruiter and the hiring manager, that needs to be built on trust. A 20-minute meeting in which they look over the job description together, the new position to be filled, the mandatory requirements; can make a difference. In the hiring process, there are different perspectives but the same goals. Communication can change the perspective when you communicate about the goals required to meet those needs.

Summary

In this article, we pointed out the top 5 challenges faced by recruiters and how they can overcome each of them. Whether we talk about the need to hire fast, the competition when looking for talent, finding the right one with all the skills required, retaining the biggest generation active on the market, or the relationship between the recruiters and the hiring managers, one thing is certain: these challenges helped us grow and save precious time and money.

How can we further assist you in developing your organization’s competitive advantage? By finding the right people. The SourceMatch team works in a close partnership with our clients and makes sure that by the end of every project everyone in the recruiting process has won: the hiring manager, the candidate, and the recruiter. Get in touch with us to discuss your recruiting priorities as you take your business to the next level.

Perils and Pitfalls of recruiting

The Perils and Pitfalls of Recruiting

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As recruiters, we all know one thing for sure: “Recruiting isn’t easy.” And this thought is embedded in our brains. Why? Because we work with people and working with people is as difficult and challenging as quantum physics because of the complexity of the human being. One article on HR recruitment issues highlights that “if the recruitment and retention of new employees were an easy task, businesses wouldn’t hire recruiters and human resources departments would be a thing of the past.” In this context, it seems only appropriate to talk about the perils and pitfalls of recruiting. Here we go!

Recruitment is vast and complex and a specialized recruitment company can help out and keep against the unsuspected risks of international recruiting. For example, one of our clients reaches out to tens of countries on behalf of its own clients in order to ensure their international expansion. What they do is to provide smart solutions for managing their client’s workforce – wherever they are located. Therefore their clients can quickly expand into new global markets, compliantly pay workers, and convert disparate payroll data into a comprehensive view of their workforce costs for better business decisions. But in order to payroll the needed talent, they need to find it first and SourceMatch acts as a recruiting partner for all of these instances.

Recruiting is challenging for professionals and veterans, let alone for companies outside the industry. In today’s entrepreneurial context, many corporations and even medium businesses adopt a multi-tier recruitment model because of the high recruitment volume. This means that different recruitment sub-functions are grouped together in such a manner that achieves efficiency. But still the human resources department of a company usually faces challenges in recruiting new employees even if it adopts this multi-tier structure and the company will come to the inevitable conclusion that it is smarter to outsource parts of the recruitment process. For instance, it is easier for a recruitment company to conduct a nationwide recruitment process because of its ability to tap into an existing network and overcome challenges dependent on the economy.

Recruiting is no kids’ play. Being realistic about the role that needs to be filled means to know exactly what you want. When you put together a job description for a job title, you take into account the essential requirements of the job, the duties the employee will have and the skills required to perform. And this is the point where you can fall into one of the major pitfalls of recruitment: irrelevant or nonstandard job titles and descriptions. This is because job titles and their descriptions are basically keywords; if you use the wrong words you are definitely going to get the wrong talent pool applying for the position, or you will source for the wrong type of candidate profile. The solution here is to think about what type of phrase a job seeker would be likely to search when trying to find their dream job. The key is to put yourself in the shoes of that talented person you are locking and ask yourself if they are searching for these titles and requirements.

Recruiting is tricky, whether you do old school recruiting or technology-driven recruiting. It is tricky because you have to look for hidden things like loyalty, commitment, and conscientiousness. In this regard, the Hiring Managers face different Issues as they need to pick candidates based upon personal characteristics rather than professional competence. It is true that they look at first at profiles or resumes that highlight on purpose skills and performance related to people’s professional knowledge. But these are self-assessments that may indicate an inflated sense of personal achievements. It may also be the case that people do not highlight enough their capabilities thus missing out on opportunities. The approach needed to solve this particular problem is to bring to light hidden capabilities and put them into words and this could be done through well-structured interviews as well as well-targeted behavioral and personality assessments.

Recruiting is all about commitment. Whether it is about the recruiters’ commitment to finding the perfect candidate or about the candidate’s’ commitment to participate in the interview process and get the job. this is especially true in the case of cold calling candidates. Attracting the right people means investing hard work by understanding not only the job you are hiring for but also the way the job may be a good fit for the candidate. And once you understand the job and you start selecting people for the job one thing is clear: you always look for commitment. Unfortunately, it is difficult to fully understand who a candidate is after just one interview. The way to overcome this challenge is by giving candidates situational assignments. For instance, searching for a real job or handling a difficult question from a client. The candidate could decide how he would like to present this. The merit of this technique is that it would show not only skills, but it would also highlight different facets of the candidate’s personality. There are recruiters who even go further than that and invite final candidates to the office to join an informal lunch with the team, to get a sense of how they act in the group. An additional way to see if a candidate has a propensity for commitment is to look if they are dedicated to a cause and how their adherence to the cause looks like.

Finally, recruiting is war. There is an undeniable ongoing ‘War for talent’ on the international labor market. Most of the companies feel that they offer a great work environment. But does it fit the values of the person they want to hire as well? It can often be the case that before signing the job offer or starting work, the candidate goes “missing in action” just because he or she found something better. It is very important to have a strong employer brand that offers attractive opportunities. More than that, the corporate culture and the working environment that the employee will find at the beginning of his journey on the job must fit 100% with what he was presented during the selection process. This correlation between the offer and the reality plays a major role in retention. Authenticity in this regard will ensure that employees will be less likely to leave in the first year.

Due to its nature, recruiting is hard work. At SourceMatch we strive to overcome these hurdles.
Give us a try.

diversity in hiring

Diversity in Hiring

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A recent report from Google on diversity in hiring states that hiring has increased among workforce segments such as women, Black+ and Latinx+ groups (The report uses the “plus system” because multiracial people are “plus-ed in” to each racial category they identify with).
The hiring of women rose to 33.2% globally and to 34.9% in the U.S., Black+ and Latinx+ hires increased to 4.8% and 6.8%, respectively, in the U.S.

In 2018, global hires of women in the tech sector increased to 25.7%, continuing the positive trend we’ve seen since 2015. In this four-year period, the hiring of women in tech has increased from 22.1% to 25.7%. In the United States, hiring of women increased to 51.6%—”the single biggest year-over-year shift for any underrepresented group within this data set”.
The proportion of women leadership hires decreased, according to the same report. In the United States, women leadership hires decreased to 26.0% and to 25.9% globally. Latinx+ leadership hires increased to 5.1%, while Black+ leadership hires decreased to 3.6%.

The first report from Google of its kind was released in 2014 and an updated version has been published every year since. Although there is a lot of progress to be made, Google’s commitment is to increase diversity in the tech industry. Many other tech companies are following its example: Ada Developers Academy (an intensive software developer training school for anyone who identifies as female; the program is tuition-free and targeted at those who have a strong passion for technology but no formal programming training), Other Machine Co. (its tech staff is split 50-50 between men and women), ZestFinance (two of the company’s 10 principles center on diversity).
Senior Vice President Hiroshi Lockheimer at Google argues that diversity is a business solution.

Statistics say that 57% of recruiters have strategies to attract diverse candidates.

Diversity in hiring can make a difference in the long-term vision of a company, and among the benefits, we can name: multicultural employees bring a unique perspective to the workplace, competitive and healthy environment, learning opportunities and improved customer service.

What is YOUR approach towards diversity in hiring? Reach out to us to learn more!

recruitment marketing strategies

Recruitment Marketing Strategies. Online Presence is Essential in Today’s Digital Economy

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In recruiting, you need multiple avenues for finding the best and the right talent. Not only data analytics and AI sources, but you also need to stay up to date with the latest recruitment marketing strategies. Have you been doing your research on those strategies? If not, let us at SourceMatch help you learn more about retaining and recruiting candidates, using the most up to date research.

Various Types of Marketing Strategies

Where do we start?! There are so many different and new marketing strategies that change daily! As recruiters, we need to stay current with those. Where should your focus be? Which platforms match your clients’ needs? Which sites are the best for finding the correct talent? These are some questions that we ask daily to fulfill our clients’ needs. Every search is unique and will require some variation of each strategy.

Current Recruitment Marketing Platforms

There are quite a few different types of social media sites that recruiters can utilize for reaching out to candidates. It’s estimated that there are 3.2 billion social media users, which accounts for 42% of the population. Social media platforms such as Facebook (68% of Americans use this site and a total of 2.2 billion users globally), LinkedIn (630 million users globally), Twitter (326 million users globally), and Instagram (1 billion users globally), are some of the most common. Using these websites, you have the option to freely post and reach out to potential candidates, learn more about those candidates, and even use the paid marketing options they offer for those connections to potential candidates. For example, with Facebook, you can share any job openings, research users’ work history, and connect with them to find out more about a proper professional fit. With LinkedIn, you can easily find work history, current, and prior experience, while also having the option to connect through a message portal. Usually, LinkedIn will include significantly more information than Facebook, very much like a resume. This helps us learn more about potential candidates and make an initial assessment of how well they align with the basic requirements of a role. LinkedIn is also very useful in sharing knowledge and information that both candidates and clients find valuable. With an average of 2.2 hours of social media time spent per day, utilizing this resource is valuable for recruiters. For instance, SourceMatch publishes recruiting videos, short posts, blog articles, company news, and useful infographics.

Recruiters also have access to specific recruiting websites. Those include Zip Recruiter, Career Builder, Glassdoor, and Indeed. These have multiple marketing tools that allow you to post jobs, contact a specific group of candidates that meet a certain profile or promote ads that can reach very large audiences within certain states or even across the country. Some of these offer free or paid marketing services, depending on your company’s needs.

Marketing on your Company Website

A company’s digital presence may start with outreach, however, professionals and clients will check your company’s website. Is your user-friendly? Does it allow candidates to easily apply for jobs? Can users ask questions or is the FAQ section accessible? What about email notification sign up (do you have a pop up for email notifications)? These are some ways that companies can use marketing tools to keep users engaged in the hiring process. Having a user-friendly website (i.e. fast, intuitive, and functional) will attract candidates. If they can see that your website is current and professional, it’s one step closer to building trust.

It’s important to keep your FAQ section up to date as well. Have you noticed any user confusion? Have you tested the job application functionality on your site? Was it easy or confusing? If it was confusing, then SourceMatch can help guide your company to the current marketing trends and updates. If it was easy and users remarked that it was a top-notch experience, then you are on the right track.

Having an email notification pop up / sign up for jobs is a great marketing tool to keep candidates in the know. Maybe one candidate was content in a role, but something has changed and he or she wants to try a different position. If you have the email notification sign up available, it will send candidates the latest job openings. The best time to send out emails is between 4pm to 8pm (Marketing Stats C, 2019). This creates more interest and even brand awareness. Other companies will see that your company is becoming more popular, causing word of mouth awareness, and contributing to potential clients as well.

It is important to keep up with your company website and visitors. Using marketing tools, you can track trends and metrics. Shivarweb has quite a few metric trackers to choose from. Was there a particular post that attracted more views? What was going on during a time with fewer clicks? This leads you to understand what is most interesting and useful for your visitors, may those be prospective candidates or clients.

Marketing on Smartphones

Have you taken a look at your website using a smartphone? Is it user-friendly and compatible? What about starting an app for your company? These are just a few ways that you can market your company using smartphones. 91% of social media users, use smartphones to access the sites. Having a user-friendly website is very important and makes your company look professional for clients and candidates. As we are in a very technologically mobile time, where 80% of Americans now own a smartphone, it’s imperative that we keep up with the times. We must also check our website on smartphones. This helps us understand where the user is coming from and if there are any errors that need to be fixed. Is it clear for the user? Are the titles and buttons showing up correctly? Is your website engaging to users? Do they want to learn more about your services and company? How about your company name and logo? Does it stand out and flow easily? Apps are all the rage in the marketing world right now, where people check their phone apps every 12 minutes according to App Stats, 2019. Did you know that mobile apps are expected to generate $189 billion by 2020? Consider creating a company app, where users can have immediate connections for your company’s news. Marketing using these tools can really boost your company’s reach outs.

How to Stay Current With Technology Marketing

SourceMatch stays up to date with the most current marketing technology for recruiting. We have a team that is specifically focused on marketing and the latest trends involved with that. By using the most current technology, we provide our clients with the correct candidate match. Reach out to us to learn more! We would be happy to discuss and assist your company with recruiting searches.

technology in recruiting

Technology in Recruiting – save time and Money Without Losing the Human Touch

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While technology continues to advance, companies will have to keep the human touch, in regards to the workplace. Finding and retaining the right talent depends on many key factors. Those factors include: finding a candidate that matches the company culture, using the right platform to find those candidates, and keeping up with technological advances, in regards to recruiting.

Which Recruiting Company Will Find for you the Right Talent?

Many recruiting companies offer different types of deals and platforms to find candidates. Some will send you resumes to sort through, some will narrow down your search, and others will use both technology and holistic approaches to find the right candidate. It’s important to take this into account when deciding which company to use. Would you like a short term employee or long term? Would you like to spend time interviewing or have a recruiting company do that legwork for you? How vast is that company’s lens in regards to finding candidates? You have to consider all these questions.

What Types of Technological Resources do Recruiting Companies Have?

There are many different types of websites and software programs that recruiting companies can utilize to reach out to candidates. SourceMatch uses these sources, not just one, to find the best candidates for a certain role. After that, SourceMatch provides even more assessments, to learn about this candidate. We offer skills assessments as well as behavior-based assessments. Using these tools, SourceMatch aligns the top candidates to your company’s open role. We take pride in matching a workplace culture to an applicant’s style of working.

How Does Big Data Play a Role?

Big data plays a role in a company’s hiring process. According to entrepreneur.com: “Earlier, companies had little to guide them on a potential applicant’s future flight risk other than gut feeling. Now, tools integrated with artificial intelligence (AI) and deep analytic capabilities can parse the data on your company’s current employees — including their prior experiences, skills and latest achievements — to learn what good candidates look like based on past hiring decisions. In addition to your own enterprise data, AI can look at data from across the industry to build a profile that can then be applied to cull resumes, screen candidates based on warning signs, and grade and rank a shortlist of qualified candidates for each job opening.” Technology is very much integrated into recruiting. At SourceMatch, we actually use a unique combination of technology and workplace culture matches. We identify each client’s needs and work together to assess and identify the best talent.

Understanding How Culture and Technology Work Together in Recruiting

We incorporate culture and technology in recruiting practices. It takes a balance of knowing the advancing technologies available, and how to incorporate those while recruiting. According to forbes.com: “When newly hired executives leave after a relatively short period of time, the reason is rarely that they lacked the technical skills to deliver on the job. More often, it’s because they struggled to form relationships within the company or lacked cultural compatibility.” That being said, knowing your clients and staying up to date with current technology, can benefit both recruiters and employers. Recruiters can utilize social media and other recruiting platforms, while also getting to know more about their clients and candidates. This allows for the correct “pairing” of the candidate with the client’s organization.

How Social Media can Help the Recruiting Process

Many recruiters have seen the benefits of using social media to find candidates. You can learn about communication and personality, as well as some work history (if listed). You have people sharing job openings through social media as well as recruiters reaching out to candidates via social media. According to entrepreneur.com: “Employers from different industries have reported over 30% increase in the referral candidate counts via social media recruiting techniques. Industry recruiters have always preferred the candidates referred by existing employees, and social media helps them engage in referral recruitment easily.”

The Pros and Cons of an Automated Hiring Process

Technology can make the hiring process more effective for both candidates and recruiters. Candidates can now search and apply for many jobs rather than filling out applications and dropping them off at the front desk. This benefits candidates and employers in regards to saving time, but it can take away from the “human” interaction aspects. Technology can also help “weed” out incorrect candidates at a much faster rate, leading recruiters to the best candidates, sooner. On the other hand, keeping a more personal, human approach helps both recruiters and candidates find the best job. A person may look good on paper, but that person may not fit in the work culture of a certain position or workplace. Knowing both the personality of the candidates, as well as the culture of the workplace, give recruiters the ultimate advantage.

Keeping the Human Touch in Recruiting

To keep a human approach in recruiting, companies can either hire internally, use personality assessments, or reach out to recruiting companies that use more than AI. Hiring internally gives employees and employers opportunities for growth. Employees know that there is room for growth and employers have the time to learn about their employees. Using personality assessments gives employees and employers knowledge about where they fit in the company work culture. This can boost employee and employer confidence in job roles and relations. Using a recruiting partner, companies can learn about new models of finding the right candidates and fix any retention related issues. This is great for companies that have noticed human or workplace-related concerns, along with high turnover.

artificial intelligence in recruitment

Artificial Intelligence in Recruitment Part 2

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Here’s a look at the way candidates perceive Artificial Intelligence in the recruitment interview stage.

“The future of recruitment hangs in the balance”, says Craig Fisher. Couldn’t agree more. While recruiters find themselves in the AI learning process and try to ease their work with the use of AI, candidates have something to say as well, don’t they?
The graphic below is based on a survey where more than 200 job candidates were asked about how comfortable they are interacting with an online robot (chatbot app) to speed up the interview process.
Let’s see how comfortable candidates are answering initial questions about the interview process, scheduling interviews and helping with interview preparation, and performing skills assessment.

When it comes to:
a) Answering initial questions about the interview process, the results are as follows:
21.17% are extremely comfortable
36.9% fairly comfortable
23.42% uneasy
18.92 extremely uneasy

b) Scheduling interviews and helping with interview preparation, we can see that:
36.94% are fairly comfortable
29.28% extremely comfortable
16.67% are uneasy,
17.57% are extremely uneasy.

c) Performing skills assessment:
35.59% are fairly comfortable
25.23% are extremely comfortable
18.92% are uneasy
20.27% are extremely uneasy.

Because we earlier talked about balance, we can notice from the numbers above, that most candidates seem to be open working with robots at least in this part of the recruitment process: the interview.
There is no doubt that we need the human touch in the recruitment processes. Candidates expect it and recruiters are not planning to leave that aside, but there are low-level processes that can be automated and ease every party involved. The future of work will be influenced by Artificial Intelligence and the way we look at it, the way we learn and how quickly we adapt to it, as AI has proven to be in many ways a helping hand.

 

a better way to recruiting

A Better way to Recruiting – Interview with SourceMatch

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There is a better way to recruiting than virtually moving resumes and candidates around on the recruiter’s desktop. It all comes down to the human interaction and depth of understanding of a candidate’s unique complexity.
With that in mind, the chances of getting the best and right talent your organization needs, grow exponentially. Why even bother? Can’t we just count on our “guesstimation” skills? Beyond achievements and resumes, there are multiple facets of the candidates’ personality that will reflect on their long-term performance. Why take blind chances? At SourceMatch, we count on staying human in the recruitment process, but also use validated systems and proprietary assessments that quantify all dimensions of a candidate’s profile that are predictive of success on the job.

The skills gap is very real and affects the recruiting efforts of most companies. They have trouble finding enough of the right level of talent and skills. Recruiters’ efforts are affected by an imbalance of high demand for talent and low availability and hence why many times they count on salary to convince candidates to make a move. From that, an artificial career progression ensues. Professionals end up “promotions” more often than healthy.
At SourceMatch, we start from one premise: by empowering our clients to access, hire, motivate and retain the best talent – our mission as a recruitment company, we can bridge the skills gap. Once hired, a company’s job regarding that new employee isn’t over. Motivating and retention are crucial and have their success roots in the recruitment process. Put in place the right recruitment strategy and retention is an entirely different ballgame.

There’s a saying that we believe in: “An organization’s ability to grow is only as good as its ability to attract, hire and retain the best talent, but also helps them develop professionally.”
By helping them develop professionally, you are not only making sure that they stay motivated, but you can achieve your goals in a different time frame.

As Bogdan Negru, our Vice President of Solutions, mentioned in this interview, one of the aspects that helps a company thrive is continuous recruiting. Employers are challenged every time they find themselves in the situation to fill vacant positions now or yesterday. The temptation to get someone in the job ASAP is so great that many times hiring managers end up having anyone that can manage somehow. SourceMatch’ continuous hiring solution enables our clients to constantly look for candidates that match their culture, the traits that make candidates successful in their organization, have objectives that align or complement their own, and finally values that don’t contradict, but rather improve theirs.

Working with a recruitment partner can be a bliss – listen to this interview that the SourceMatch VP of Solutions – Bogdan Negru – had with Malcolm Lui, explaining how that happens.

future of jobs

Future of jobs Infographic – Series Industry – Information & Communication Technologies

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Stop for a moment and look around.

The world is changing, and that’s a good thing. If you are not seeing it, you won’t be able to avoid it whether you like it or not. It is quite essential to develop a clear sense of what is happening around in the labor market and understand how these changes are affecting your Industry. Everything was planned, shaped for the benefit of economies and societies, and the implications of changes to work for individuals, for their livelihoods and for the youngest generations studying to enter the workforce down the line.
Are we alarmed that this change will have a negative impact on the workforce? The truth is that many in the marketplace are wondering if new technologies will replace the human employee. This isn’t the first industrial revolution that creates worries about technological unemployment. It’s commonly accepted (and also debated) that the introduction of new technologies has displaced skilled workers but created demand for jobs. Hence the idea that innovative technology at a large scale does not replace human work but enhances it by increasing productivity and thus output levels.

However, there are complex feedback loops between new technology, jobs, and skills. New technologies can drive business growth, job creation and demand for specialist skills but they can also displace entire roles when certain tasks become obsolete or automated.
At the same time, our belief is that these transformations, if managed wisely, will lead to a new age of good jobs, good work and improved quality of life for all.

First, let’s see how technology adoption can affect the Information and Communication industry according to The Future of Jobs Report 2018. A huge share of survey respondents from the industry indicated that, by 2022, their company was “likely” or “very likely” (on a 5-point scale) to have adopted new technology as part of its growth strategy.

Second, if we look at the barriers to adoption of new technologies, we can see the five biggest perceived barriers to the implementation of new technologies across the industry, as ranked by the share of survey respondents. The following graphic will show the obstacles that were selected by the survey respondents that were perceived as impediments to successful new technology adoption faced by their company.

Thirdly we have the expected impact of new technology adoption on the workforce. In the following graphic, you can see the percentages representing the share of survey respondents from the industry who expect their company to have adopted the stated measure(s) over the 2018–2022 period as part of their current growth strategy.

Adopting new technology comes packaged with promises but also with challenges. Yet, even if these technologies increase our productivity and improve our lives, their use will substitute some activities that are currently handled by people, a development that has sparked much public concern. At the same time, to leverage the benefits of new technology, workers will need to acquire skills enabling them to thrive in the workplace of the future and develop their ability to continuously learn and upskill throughout their lives.

Artificial Intelligence in Recruitment Part 1

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Much has been said about the role of AI in recruitment. In the Infographic below we present the implications of AI for recruiters and organizations and for the second part, the benefits of AI for candidates in order to have a clear representation on how AI can positively affect your hiring strategy.

So, what do recruiters think about the implications of AI and how does it affect a recruiter’s work?

Statistics say that 56% of recruiters around the world say interviewing innovations due to AI are ‘very’ or ‘extremely’ important to the future of hiring. These can make a recruiter’s job easier by saving time and making its work more effectively.
39% of companies already use data to predict candidate success, while 60% of companies are planning on investing in AI-powered recruitment software, according to Harver’s report.

According to the same report, AI is most helpful in saving time (57%), removing human bias (43%), delivering best candidate matches (31%), saving money (30%).

According to a Yale University study, researchers asked 127 scientists to review a job application of identically qualified male and female students and found that the faculty members – both men and women – consistently scored a male candidate higher on a number of criteria such as competency and were more likely to hire the male. When it comes to the hiring bias, AI has proven to be a real success. For instance, tools can mask candidate gender from hiring managers and eliminate the bias. Bias can affect recruitment in your organization a lot. Dr. Pragya Agarwal mentions in a Forbes article that “Unconscious Bias can be a huge setback in creating a truly diverse and inclusive workplace”.

AI comes in hand in many ways and shapes, and we must be open to the change it brings and customize it to our needs in order to get the best out of it and hire right.

 

4 Hiring Trends 2019

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In the Infographic below, we’re highlighting 4 hiring trends that you should consider when making a hire in 2019.

Let’s talk about the first one: Artificial Intelligence.
AI, as we already noticed, has an impact on the recruiting processes, making them easier to handle. According to studies, 52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool. Katrina Kibben, Randstad argues that “Any area of recruiting where distinct inputs and outputs occur – like screening, sourcing, and assessments – will largely become automated”.

However, AI requires abilities from a recruiter in order to use the new technologies, so the question remains: are the HR/ talent acquisition department/ recruiters ready for it?

Hiring for potential.
Although experience is not to be neglected, it does not equal performance. So why focus your attention on hiring for potential instead of experience? Besides the reduced costs, there are many benefits to what a less experienced but driven candidate might bring to the table, such as adaptability, creative thinking, communication skills, or flexibility.
Let’s keep in mind the fact that what used to work in the past, might not work in the future, and hence why adaptability is a key trait.

Work flexibility
Why offer flexible hours? Because you want happy and productive employees. Let’s put it this way: If an employee has problems in their personal life, it affects their professional one, and vice-versa. Work-life balance is a direct result of employees’ ability to have a say in how they use their time for work. Needless to say that with flexibility comes great responsibility and openness to staying accountable.

Candidate experience
Why is the candidate experience important, you may ask? Monster’s CandE report found that of the candidates who had a positive hiring experience:
1. 62% will increase their relationship with brands products and networks;
2. 78% would refer someone in the future;
3. 62% would apply again.

These trends help us understand how to best adapt to the future of work. They impact the way companies relate to the labor market, what candidates expect from new jobs, and how organizations can create an environment that encourages professionals to attain their full potential. Despite a heavy emphasis on autonomous technology, at SourceMatch we believe that human interaction is by far the one that candidates will remember best from the whole hiring process. So what are you doing to make sure that whether they are selected or not for a job, candidates will have a lasting positive impression of your organization, brand, and employees?