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technology Archives - SourceMatch

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 give 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.

Future of jobs Infographic – Series Industry – Aviation, Travel and Tourism

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Technology changes the way you travel and therefore understanding the adoption of technology is a must in the Aviation, Travel & Tourism industry. According to the World Economic Forum’s Report, among the trends driving growth across industries over the 2018–2022 period, advances in mobile internet are likely to have a distinct impact in this industry and at the same time, according to the same Report, the growth potential of new technological expansion influences the labor market in this industry, as it reshapes skill gaps. But for technology to work its magic, it needs to be properly managed, and the barriers to technology adoption must be properly understood.

Thanks to advances in Artificial Intelligence, automation has already happened in the back end of travel. The digital advancements in the Aviation Travel & Tourism industry have also repercussions on the skills demanded from the workforce. The World Economic Forum’s report has outlined the fact that in this industry there will be a huge demand for reskilling as 68% of its workforce will require some form of adaptive training. Further, companies in this industry project that 18% of the workforce will require reskilling lasting more than one year. According to the report, the solution to the skills gap will be in the hands of local educational institutions. Fortunately, industry leaders are acknowledging this as they ranked education institutions as their third-most important support structure in the closing of the skill gap.

In conclusion, digital technological advancements are setting the pace for global labor market change in the Aviation, Travel & Tourism industry and that pace is fast. An outlook of the labor market of this industry provided a better understanding of the potential of new technologies and it showed us how the technological advancements improve current educational demands around anticipated skill requirements. The report highlighted the fact that work tasks are shifting and therefore the requirements of the roles performed by individuals in the workplace in 2022 need to consider that employees have to be trained and retrained.

First, let’s look at the way technology adoption can affect the Aviation, Travel and Tourism industry. 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 you which were the obstacles that were selected by the surveyed people 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 one 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.

Technological advancements are very likely to present real challenges to existing business models and practices. But hopefully, in the next years, these dynamic changes, whether they are disruptive or constructive will be the exact reason why new opportunities of growth appear.

Source: Report

Future of jobs Infographic – Industry series – Automotive, Aerospace, Supply Chain & Transport

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Sifting through the huge volume of data that the internet provides can be exhausting. This may be especially true if you are not specialized in a certain field, but your job is tangent on different high-tech fields. So here you have curated findings that you can use as practical information for decision-making whether you are an expert from academia, a businessman, a government official or a proud member of the civil society. The following highlights will provide you with deep granularity for the Automotive, Aerospace, Supply Chain & Transport industry.

As companies in this field plan to adopt new technologies as part of their growth strategy, they find themselves wondering what type of technologies should they choose? While trying to implement new technologies another important stumbling block that these companies encounter is the havoc of disruption they bring about. 

So here are three aspects tackled for you. They will show you how the Automotive, Aerospace, Supply Chain & Transport industries are affected by new technology adoption, they will indicate the barriers there are to the adoption of new technologies, and they will summarize the impact of new technologies on the workforce.

First, let’s look at the way technology adoption can affect the Automotive, Aerospace, Supply Chain & Transport industry. 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.

Secondly, 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 you which were the obstacles that were selected by the surveyed people 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.

Technological advancements are very likely to present real challenges to existing business models and practices. But hopefully, in the next years, these dynamic changes, whether they are disruptive or constructive will be the exact reason why new opportunities of growth appear.

Source: Report

Future of Jobs Statistics

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Technology and impact on workforce

We have already noticed changes in the workforce due to Automation and Artificial Intelligence.
Business leaders and policymakers can move forward and grow by understanding these shifts that change the fundamental nature of work.

Robert Solow argues in his publication: “A contribution to the theory of economic growth, Quarterly Journal of Economics”, that most of the increases in human living standards come from improved productivity. New technologies and new techniques of production and distribution lead to productivity growth.

So what does advanced technology promise? Higher productivity, which leads to economic growth, safety, reduced human error – as a result of efficiency, and the list can go on.

Does workforce automation result in job losses? The real value is brought by the affirmation: Jobs lost, jobs gained. Automation holds the promise of improving many jobs — and creating new, more satisfying ones. Let’s try and look at the bright side: AI and automation can reduce the workload of repetitive, tiresome tasks, allowing us to focus on the human’s part of work that we need for our brains to work more effectively and creatively.

What do statistics say when it comes to existing work tasks? Let’s take a look at the data below, based on a report that covers 12 industries.

We see a decrease in the number of hours performed by humans during this period of time: 2018 – 2022. This is when machines replace an additional 13% of the human work.

Ravin Jesuthasan and John Boudreau argue in an article from SHRM.org that we should: “Start with the work, not the “job” or the technology. Much work will continue to exist as traditional “jobs” in organizations, but automation makes traditional jobs more fluid and an increasing amount of work will occur outside the traditional boundaries of a “job.”

How did Automation and Artificial Intelligence influence your industry, business, and processes so far? Leave us a comment below.

Source: Report

Photo credit: Franck V. on Unsplash

What’s the Biggest Problem Modern Recruiters face?

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Today’s (2018) greatest challenge for #recruiters is staying human in an era of lightning-fast technology.

If until a few years back we could still hope to build relationships with candidates and client organizations, and act as that educated advisor (at best) for both candidates and clients, today things are changing fast. Speed has taken the steering wheel of recruiting over a careful consideration of all factors that can make a professional success in the job and organization they are considering and vice versa.

Dehumanizing the whole process leads to superficial hiring and disaster (whether organizations like to admit it or not) just months after the hiring decision has been made. The later can take many forms but here are just a few: the disappointment when new hires understand that everyone involved in the process made a rushed decision, the lack of engagement and creativity pursuant to that reality check, and finally, a decision to start looking for another employer from that point on or in other cases just staying complacent (pick your own worst-case scenario!).

On the one hand, as recruiting specialists, we need to educate our clients about the risks of moving too fast (i.e. just bodies in placeholders), and on the other, consult candidates so that they are equipped to make a sound decision (i.e. right career move).

Technology is a great tool but a terrible master!

 

 Photo credit: Paul Bence on Unsplash