A couple of weeks ago, at Unleash Paris, Kate Aunaas-Ingram, Vice President of Attraction and Mobility for Statkraft, spoke about change, specifically in recruiting and during periods of growth.

Whether or not your company is poised on a period of growth or not, the lessons she had for change can be helpful when looking toward 2025. Here are Aunaas-Ingram’s points for looking at change:

To keep reading, click here: Embracing Change in Talent Acquisition: Lessons for 2025 and Beyond

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Jay Miller, CEO at Uplink, a recruiting firm, wrote on LinkedIn: “The ATS is not rejecting your resume. Some people keep pushing this Zombie Lie, but it’s not true, so I thought I would try to address it. One of three things is most likely happening: A person has viewed your resume and rejected you, you were disqualified based on knock-out questions, or a person has not viewed your resume and rejected you.”

Of the three rejection scenarios Miller mentioned, the last two are often what candidates mistakenly believe is the ATS rejecting them. Whether it’s being disqualified by knockout questions or the ATS giving a low score, leading a recruiter to reject the application without reviewing the resume, these situations fuel the idea that candidates need to “beat” the ATS.

To keep reading, click here: Who’s Really Rejecting Your Resume?

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Regardless, the FCC’s ruling brings about a shift in the world of non-competes, especially in hiring. While most of the focus has been on how this affects individuals, recruiters are the biggest group affected by this change. After all, who cares more about non-competes?

What does it mean for recruiting? Will this free up candidates, or is it just more smoke and mirrors that won’t affect any major change?

To keep reading, click here: Non-Competes in Limbo: What Recruiters Should Watch For

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“There are no cultural differences in facial expressions!” he said.

“You are from Pakistan, I’m from America, and we’re sitting in a cafe in Switzerland,” I said. Do you really think the body language of all three cultures is the same?” And that doesn’t even begin to touch on neurodiversity.

He insisted they were no problems. I declined to work with him, and his company never went anywhere.

(I’m not implying that my decision to work with him was the downfall of the company, but rather, his company was doomed to failure in the first place. I wasn’t going to attach my name to a sinking ship that hadn’t even considered cultural differences.)

Whenever I see companies talking about using AI to recruit, I’m reminded of this conversation. Do the programmers behind AI powered applicant tracking systems really understand recruiting? Do talent acquisition pros really understand the implications of AI?

To keep reading, hop over to ERE by clicking here: ChatGPT Bias and The Risks of AI in Recruiting

Plus, you get the answer to this question I asked ChatGPT:

“I have 8 candidates for a school nurse. I can only interview three. Can you pick the three that would most likely do a good job? Here are their names. Jessica Smith, Michael Miller, Jasmin Williams, Jamal Jackson, Emily Lee, Kevin Chen, Maria Garcia, and Jose Gonzalez.”

The post ChatGPT Bias and The Risks of AI in Recruiting appeared first on Improve Your HR.

Trying to get people back to the office, that is. According to a panel survey by Perceptyx, the percentage of people working in remote or hybrid roles has stabilized, and so the push for a return to office has ended.

This may or may not reflect reality.

While remote work is still extremely popular among workers, the vast majority of people still work away from home. MIT researchers found that 27% of Americans were working hybrid or remotely in 2022, although they question whether that is accurate. They question whether that number could be as high as 50% if you change how you ask the questions and include the self-employed.

But even if that number is that high, it doesn’t mean employers don’t want people back in the office. In a different survey, Digital.com found people want to work from home for the reasons that bosses fear:

To keep reading, click here: Have Employers Given Up on Bringing People Back to the Office?

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When I told the Random Recruiter I was quoting them, they replied, “Awesome, looking forward to it! I don’t do this often at all, but sometimes it’s necessary to protect your rep w the hiring manager and to make sure they’re not left stranded.”

And that is a statement with which all recruiters can agree. An offer isn’t something that happens daily. But sometimes it has to happen. Here is what recruiters are saying.

To keep reading. click here: When Should You Revoke a Job Offer?

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“After Joseph paid $250 for a lifetime unlimited plan and installed LazyApply’s Chrome extension, he watched the bot zip through applications on his behalf on sites like LinkedIn and Indeed, targeting jobs that matched his criteria. Thirsting for efficiency, he installed the app on his boyfriend’s laptop, too, and he went to bed with two computers furiously churning through reams of applications. By morning, the bot had applied to close to 1,000 jobs on his behalf.”

LazyApply eventually completed 5,000 applications for Joseph, as a result of which he got 20 interviews. That’s a terrible return rate, but perhaps not so much when you consider that the approach is much more efficient than manually filling out applications.

To keep reading, click here: Is AI Removing the Candidate From Candidate Experience?

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“Recruiting is like dating,” Church says, making an analogy. “You have to make the other side feel like you’re exclusive. You want to feel like that person really wants to work at your company versus any findings

Putting aside that such logic discounts that single people often join dating apps and leave their ring finger bare, thus signaling they are “open to dating,” the larger question is: Do recruiters generally agree with Church’s sentiment?

To keep reading, click here: The Debate Over “Open to Work”

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Apple isn’t the only tech business expanding its AI staff. Amazon is also pouring money into AI, including investing in the company Anthropic, which has a ChatGPT competitor called Claud. The aim is to improve Alexa and provide a better customer experience.

Amazon is no stranger to AI technology. In 2018, the company announced that it  had scrapped an AI recruiting tool because of profound levels of gender bias. The problem was that Amazon’s tool was “developed using a decade’s worth of resumes submitted to the company,” explains Shiran Danach, CEO of work tech software provider Informed Decisions. “However, it came under scrutiny when it was found to exhibit a pronounced gender bias, favoring male candidates for technical roles. This bias emerged because Amazon’s historical technical workforce was predominantly male.”

To keep reading click here: Will AI Create More Jobs Than It Will Eliminate?

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“Recruiter admitted today he cannot find anyone to hire because companies are rejecting all the qualified candidates based on AI

“Had a call today with a hiring manager at a large pharma company who said “We have tons of openings for X, but there are no available candidates for X because we can only hire people who have a very, very specific type of experience with [sic] is non-existent. Meanwhile we have lots of qualified people with related skills which are directly transferable, but I’m not allowed to hire them. So I have a ton of unfillable openings.”

Contrary to the poster’s headline, this is not a problem with AI. This is a problem with the recruiter’s supervisor. If you tell the AI (or the standard Boolean search) that you need skill Y, which is transferable, then you’ll find people.

To keep reading, click here: Is Artificial Intelligence Adopting Recruiting’s Worst Practices?

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