3 Recruitment Tasks Supercharged with Artificial Intelligence

3 Recruitment Tasks Supercharged with Artificial Intelligence The recruitment process continues to lengthen as the search for highly skilled talent increases, the fear of making a bad hire remains and the quality of active candidates is lacking. The average time to fill doubled from 2014 (22.9 days) compared to 2010 (12.6 days), and many reports point to the fact those numbers have increased even more from 2014 to 2016. The average time to fill in 2016 is now at a record high of 29 days according to DHI-DFH Vacancy Duration Measure which analyzed the entire US labor market. Why does the resume process take so long? Well, reviewing a resume is only the beginning. The mundane tasks of pre-screening, interviewing, validating and reference/background checking candidates is where the hold up lies. What if the reason these steps took so long was because the candidates that were chosen to go through the process were wrong from the start? Maybe to shorten the time to hire, the first few steps need a huge overhaul! 1. Making sense of candidate data One of the most crucial tasks in recruitment is now improved with the help of artificial intelligence. Recruiters are unable to adequately review candidate data all on their own, so they’ve often turned to technology and tools that can help them understand the data. But is that enough? We think not. AI recruitment systems cognitively analyze candidate data and learn from the data to make better future decisions or recommendations. 2. Aligning job requirements with candidate skills preferences Using artificial intelligence to match candidates to job requirements is another advantage recruiters have. Bullet point job requirements and a resume and cover letter are what recruiters have always had to work with. Yes, they may even get to have a conversation to gauge whether the candidate will fill those requirements or is even engaged in the role, but human error and bias can muddy the process. Chatbots are being implemented to engage in smarter conversations with candidates using proprietary technology that highlights unique factors within candidates and directs recruiters to the core requirements that speak to them. Chatbots have the ability to keep candidates engaged in lengthy hiring processes and can even help speed up the process by learning and analyzing the candidate to help employer filter and identify right fit talent. 3. Measuring candidate engagement fit through cognitive screening According to CareerBuilder’s annual social media recruitment survey, 60% of employers pre-screen job candidates on social compared to the 22% who did so in 2008 and 11% in 2006. Social screening is now a reputable best practice in recruitment; however, it still doesn’t ensure candidate fit and leaves A LOT of room for biased decisions to be made. Using Artificial Intelligence in recruitment also has the ability to reduce bias in the hiring process. In a recent Gallup study, researchers found gender-diverse business units in the retail sector have  14% higher average comparable revenue  than less-diverse business units. There is also a 15 fold increase in sales revenue of companies with a high rate of racial diversity. So why wouldn’t hiring teams want to take initiatives to help diversify teams?” Artificial intelligence in recruitment is replacing that need to socially screen candidates with a more efficient and accurate method. About the author: Noel Webb is co-founder and CEO of Karen.ai (Your Cognitive Recruiting Assistant), the latest project from his role as Director of Product Innovation at Innosphere. A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Bam Digital, SpeakFeel and Agnition.

Podcast #5 Mobile Workplace, Transparency and Hulk Hogan - Personal Branding Blog - Stand Out In Your Career

Podcast #5 Mobile Workplace, Transparency and Hulk Hogan - Personal Branding Blog - Stand Out In Your Career Welcome to the fifth episode of the  Promote Yourself Podcast  (Subscribe on iTunes). It is a weekly show airing every Monday, giving you the best career advice, the latest workplace trends and access to todays brightest stars in business. You can download the podcast here. Sponsor:  Moo.com is an online printer offering premium business cards, MiniCards. stickers and more. For listeners of this podcast, if you go to  Moo.com/podcast  you will save 10% on your next order! Now its time for the show. This weeks show Segment #1: My top 3 workplace trends of the week Get ready for the mobile workplace. Companies are becoming more transparent. There wont be a real economic recovery until 2022. Segment #2: QA This weeks question comes from Patrick Rafter. He asks: How can apostrophes and dashes affect my search engine rankings and personal brand? Segment #3: Guest interview This week I speak to Hulk Hogan, who is one of the most sought-after, instantly recognizable celebrities in the world. When I grew up, I idolized Hogan and even saw him wrestle Andre the Giant when I was a little kid. He is a twelve-time professional world wrestling championâ€"six titles with WWE and six with WCWâ€"and the winner of the Royal Rumble in 1990 and 1991. He has appeared in several movies, including Rocky III, Mr. Nanny, and No Holds Barred. He was the co-host for NBC’s American Gladiators, and is the executive producer, judge, and host of Hulk Hogan’s Championship Wrestling on CMT. In 2005, VH1 premiered his reality TV show Hogan Knows Best. Hogan is a frequent guest on every major talk show, such as Jimmy Kimmel Live! and The Tonight Show with Jay Leno. In this interview, Hulk opens up about how he was originally branded in the wrestling business, his family life, reality television, and much more. As of today, this was my favorite interview out of about 900 since 2 007! I hope you enjoy it as much as I did. Author: Dan Schawbel  is the Founder of Millennial Branding, a Gen Y research and consulting firm. He recently made the  Forbes Magazine  30 Under 30 list and his second book called Promote Yourself: The New Art of  Getting Ahead  is due out in the Fall of 2013 by St. Martin’s Press. He is offering an online course called “Build Your Personal Brand in 4 Easy Steps.”

Marketing is Required Regardless of Corporate Position - Personal Branding Blog - Stand Out In Your Career

Marketing is Required Regardless of Corporate Position - Personal Branding Blog - Stand Out In Your Career Today, I spoke with Gerald Zaltman, who is a Harvard Business School professor and author. We go over the importance of marketing in our lives, why people fear change, how marketing should be universal (instead of being tied to a function of business), and talk about the significance of marketing research in learning more about customers. When it comes to personal branding, you want to know your audience, because it will help you communicate properly to them. Also, it pays to take a marketing class regardless of your major or position in your company. Is there a fear of change in marketing? Why or why not? In my experience managers will throw a lot of money at a problem before they become willing to change their thinking about it. There is a reluctance and even fear to change thinking and practice. Change may require acknowledging that one might have been wrong, always a difficult thing to do. Also, new ideas and practices often bring one into unfamiliar territory. This increases the perceived risk with new consequences associated with re-thinking. Unfortunately, many people work in organizations where risk taking is not encouraged. It may even be punished in subtle but painful ways. Do you believe everyone should understand marketing, regardless of area of expertise and/or position? It is sometimes noted that marketing is too important to be left to the marketing function. There is a difference between Big M and small m marketing. Small m marketing is what the marketing function does. Big M marketing involves those many important decisions made throughout the firm that affects product and service development, delivery, and customer satisfaction. It is critical that a firm be aware that decisions made throughout the organization ultimately impact its relationships with customers. That is one reason why customers insights need to be widely disseminated within an organization. Marketing research is a very important topic. Learning more about your customers is essential to marketing to them. For the individual trying to build a brand, how is marketing research important to finding an audience and establishing fans? Effective decision making, including identifying markets and building strong relationships with customers in those markets, requires having deep insights about customers. Having deep insights about customers or consumers depends on having deep insights from them. This, in turn, involves having in an depth understanding of how consumers think and what they think about. Providing this knowledge may be marketing research’s single most important role. It means going beyond surface level customer thinking and learning what it is customers dont know they know. [youtube=http://ca.youtube.com/watch?v=NQzYclR8ufM] How should we go about collecting marketing research? Can we use focus groups and surveys or are there better ways? All methods are compromises with reality. Less compromise is involved when multiple methods are used. When only one method can be used for, say, budgetary reasons, it is very important that the method chosen fits the nature of the problem. Too often managers and researchers tend to modify their definition of a problem to fit a familiar or easy to use method. This analogy may help. If you are sailing in unfamiliar waters it is essential to know wind direction. It may also be important to know wind velocity. Qualitative methods provide wind direction while quantitative methods provide velocity. Which do you most need to know? Methods that are appropriate for assessing velocity should not be used to assess direction and vice versa. 95% or more of all cognition occurs below awareness methods that enable us to identify hidden emotions and thoughts are important. The lenghty and intensive ZMET interviews I tend to favor are one way of doing this. This provides valuable information about wind direction. Firms then often use our results to develop more quantitative approaches such as surveys when they find that they also need to learn about velocity. Unfortunately, focus groups, while sometimes helpful, cannot provide in depth insights relating to direction. The most familiar limitations is that one person dominates the discussion thereby introducing bias. Even when there is more equitable distribution of conversation, the average air time per participant is about 10-12 minutes. This only allows for shallow. Those 10-12 minutes do not build depth now matter how many of these units you have. More importantly, one cannot build connections among ideas that are surfaced which can be considered representative of any one member of the group. For this reason they are not helpful in designing more quantitatively oriented follow up studies. explorations What are your seven giant metaphors in peoples lives? Can you explain each one in a few sentences? Rather than go into each one, let me address why they are important. Everyone sees their world through a lens. These lenses, much like emotions, operate automatically and unconsciously. They exert a powerful influence on what we hear, say, think and do. We call them “deep metaphors” since they constantly re-present experiences in our lives. Like emotions, there are a relatively small number of deep metaphors and they are the same around the globe. Of course, the particular personae of a given deep metaphor, like balance, takes on will vary from one culture to the next, from one person to the next, and even for the same person in different contexts or settings. Sometimes what is relevant is emotional balance. In another setting it may be social balance or moral balance or physical balance and so on. But for any given consumption situation, we will typically see a particular deep metaphor operating even thought it may take different forms. For this reason it is essential to understand what deep metaphors your customers use when thinking about or using your product or service. It will be the single most important driver of their decisions and experiences. The seven “giants” we’ve identified in “Marketing Metaphoria” â€" balance, transformation, journey, control, container, resource, and connection â€" appear most often in studies we’ve conducted in more than 30 countries. Gerald Zaltman is the Joseph C. Wilson Professor of Business Administration Emeritus at the Harvard Business School and a former member of the Executive Committee of Harvard Universitys Mind, Brain, and Behavior Interfaculty Initiative. He is a co-founder and senior partner in the research based consulting firm of Olson Zaltman Associates whose clients include some of the world’s most respected firms and brands. His book, How Customers Think: Essential Insights into the Mind of the Market (2003) has been translated into 15 languages. His newest book, co-authored with Lindsay Zaltman, is Marketing Metaphoria: What Deep Metaphors Reveal about the Minds of Consumers (2008). This book addresses the deep metaphors or unconscious frames people use that influence their thinking and behavior.

7 Stages of Work After College

7 Stages of Work After College We skip, sleep, train, and frantically fill out #2 pencils in college to prepare us for post-college life. The goal? Defeat the Huns (Cue Mulan Theme Song.) Wait. That’s not the goal. The real goal? Gain the knowledge, the training, the experience, and a degree to acquire a job that doesn’t end up making us feel like we’ve spent too much time around the dementors from Harry Potter. Hope. We live on it. We hope that that creative writing, philosophy, business, nursing, or social work degree will lead to a productive job that we actually like. Now college is over. It’s time to face down our careers. Stage One: The Job Search You try and you try and you try. The job search is going to hell. You’ve sent your resume in through the mail, in email, in person, and even through owl post. It took hours to wrangle an owl that could deliver it. You get a few calls. You go in for interviews. The interviewers have a weird fixation on how many things you can do with a pencil. You can write with one, you know that. When even that interview doesn’t lead to a call back. You begin to spend hours prepping for interviews by cyber stalking the company, the managers, and the interviewers. No luck. You’re beginning to wonder…are you cursed? You need a job! Sooner rather than later, please. Maybe it’s time to begin working on your interviewing skills? Stage Two: Lower You’re Job Standards…A Lot You didn’t want to do this, but you’ve begun applying to retail and fast-food jobs. That’s when you realize, retail and fast-food don’t want to hire post-grads with minimal work experience either. Can you really blame them? You’ll only be there until you find a job in your field. Finally, you land a job at a big retail store. A very expensive education has apparently led you to hang clothes and utilize a cash register. How did life come to this? Life would have been so much better if you received you’re letter to Hogwarts when you were eleven. Time to ramp up your job search. Again. Stage Three: Paying Your Dues Yes! You landed a job in your field. It’s mind-numbingly boring. Not at all as exciting. You’re a lower rung grunt at your company, but that’s where everyone starts. It’s happening. If only, you didn’t have to sit next to the co-worker who obsessively taps his foot against the ground. The monitor shakes all day. If there is ever an earthquake, you won’t even notice. Stage Four: The Amazing Job…Ahh Man You’re no longer a grunt! You’re new job is amazing. 401K. Great health insurance. Weeks of paid vacation. And you can bring your adorable dog Snuffles to work. All is well. Wait. Ah, come on. Human resources hands you a box with your possessions. The company laid you off. Now what? Stage Five: Unemployment and Rest You could get another job easily, but you are a tad shaken. You deserve a weeks or two of vegging in front of the television watching the cast of Days of Our Lives lose their minds. Weeks pass. You’re hoard of money begins to run low. You need money to pay off your student loans. Maybe it’s time to apply for another job. Stage Six: Found a job…kinda in my field Found another job. The job search wasn’t as prolonged and painful as the last two. It’s not in the direct field you always dreamed of entering, but at least it makes use of your very expensive education. Work is great…you don’t even mind that one of the employees reminds you of Dwight Schrute from The Office. If you spend a year working here while focusing on making yourself more employable you’ll have an iron clad resume. Dream job here you come. Stage Seven: Dream Job! Yes! You didn’t want to announce it before, but you landed you’re dream job six months ago. You’ve been rocking it; you’re co-workers love you; the benefits are good. The chances of you being fired or laid off are miniscule. Last week you were put in charge of a project. In the immortal words of Fat Amy from Pitch Perfect, you crushed it. Time to sit back and enjoy the breeze.

11 Types of Workplace Harassment and How to Stop Them CareerMetis.com

11 Types of Workplace Harassment and How to Stop Them Photo Credit â€" executivedrafts.comWorkplace harassment is one of the most common problems all around the world. It’s a topic many would like to avoid or deal with it privately. Many victims, especially women, want to avoid bringing their cases out in the open since they feel ashamed of what has happened, and a public case forces unwanted attention.It’s shameful behavior that brings more focus on the victim than the perpetrator. Workplace harassment hides under the layers of subtle flirting, personal remarks, a little bit of passive aggression, and ‘friendly’ rubs on your shoulder from your co-workers. Oh, and let’s not forget the jealous co-workers trying to make you look bad in front of your superiors.Now, instead of walking down their path, learn to face and stand up against the daily harassment you may encounter at your workplace. We will help you identify 11 types of workplace harassment you may face in your corporate journey and how to stop them:1) Sexual Harassmente valevalThis is something that one cannot usually escape. If someone approaches you in a sexual way which makes you feel uncomfortable or rub themselves against you, it is harassment.It’s crucial to be able to differentiate between what’s a friendly gesture and what’s a sexual remark so you can stop it.SolutionIf someone shares obscene photos makes sexual comments, please report it. Touching and grabbing without your consent is sexual harassment and must not be taken lightly.2) IntimidationAbusing power is a typical scenario in most workplaces. There will always be someone dimming your light and bossing you just because they have authority over you.SolutionIf you feel someone is making you do irrational things which were not in your job description, do not do it. First tell them politely, but if that does not help, report that kind of behavior.3) Physical AssaultEver wanted to punch that colleague in the face or maybe throw a chair at your boss?Even though this type of harassme nt is rare, but it is not entirely uncommon. Workplace rivalry can push so far that sometimes people get physically violent. They hit each other and create a nasty scene in the office.SolutionevalAs this type of behavior takes time to build up, you’ll be able to figure out the signs. Try to control your anger and try to identify the problem beforehand. This was you can come up with a solution.4) Verbal AbuseSometimes, people don’t know how to hold their tongue from saying dirty things to each other.All the remarks your boss makes regarding how incompetent he thinks you are, that’s verbal abuse. If your co-worker or your authority says mean things in front of people, it is harassment. Feedbacks or disputes should be settled in private with the presence of HR.SolutionThe only way to stop it is by taking a stand for yourself. Now, do not start verbally abusing him as well. Try to talk it out, but if it doesn’t help, leave the job if you think it’s affecting your peace of mind or hurting your self-confidence.5) Cyber HarassmentevalevalDo not add your workplace people to your personal social media account. I repeat, DO NOT. This can cost you more than you can even imagine.People from your workplace may share embarrassing videos or pictures of you publicly on social media. Regardless of how harmless it might seem at first, spreading rumors online might affect your reputation and employability in the future.SolutionBullying on social media applications can be reduced if you maintain your privacy policy and be selective about who to give access to your social media account. For security reasons, always stick to emails.6) Personal InsultsGuess what? Working in the corporate sector means jealousy, passive aggressive comments, and bringing each other down. It can get nasty at times due to the unapologetic things told to each other.SolutionThere is no way to stop it entirely in one day. Just try to interact less with those who throw shade and create problems.7) BigotryRacism, sexual biases, and religious discrimination all add up to the discriminatory harassment people often deal with at workplace. They might get deprived of benefits due to their nationality or skin color.This form of harassment may include racial jokes or insults, misconduct, or undervaluing their ideas. Refusing to assign leadership roles to women is also considered to be bigotry.SolutionIn most cases, people do not change this kind of behavior, so it’s best to leave that kind of negative environment and look for a more secular and welcoming workplace.8) Workplace VengeanceV for Vendetta? Oh my God, the revenge seekers take up about 60% of the employees in any office. They will hate on you and try to put you down in front of the boss.SolutionevalThe best solution is to stay on your path. Don’t let anyone dim your sparkle. Always give your 100% at work and focus on self-improvement. Ignore what other people say.9) Third Party HarassmentSometimes the problem is not int ernal; it’s external. While working, you might get exposed to a lot of people. If they approach you inappropriately, it is harassment.SolutionAlways inform your boss or the person in charge regarding such issues. Never take the situation in your hand.10) Psychological HarassmentDid you ever hate your boss for never appreciating your efforts and hard work? No matter what anyone says, these sort of case is quite common. It’s crazy how no matter what you do for the company, some people will never value your efforts.This can, as a result, drain your motivation to work and make you feel ‘not good enough.’ Their constant criticisms will start to affect your psychological stability.evalSolutionLeave the job. Look for a better workplace if you feel unappreciated. Do not let someone’s misconduct eat out your peace of mind.11) CoercionRequesting your co-workers for favors against their better judgment is what we call coercion. Your boss or colleague may threaten your life, job or ho nor for their benefit. Step away and contact proper authorities. Don’t let anyone tell you otherwise.Sending inappropriate sexual advances in exchange for keeping your job â€" even after you have asked to stop â€" is also a type of coercion.SolutionExpose the truth in front of people if it does not stop. Check your workplace policy regarding such harassments and take initiatives accordingly.CONCLUSIONAs an employee, dealing with harassment can be difficult. The act of continually fighting the advances can put a toll on your mind, body, and psyche. It’s highly recommended to look for better alternatives, report the incident to your boss and the police and start anew elsewhere.Keeping a workplace safe and free of harassment as an employer is also challenging. Keep a complaint box and have the complaints reviewed. You must take actions but keep the identity of the victim hidden. People often fear to speak up due to the consequences afterward. Ensure their trust in the decisions of the authority.A mandatory workplace harassment seminar and training can be arranged to raise awareness. Also, set some rules regarding workplace etiquettes and behavior, make everyone aware of the policies and strictly implement them. Getting a job can be very difficult on its own, and no one should have to leave their dream job due to harassment at their workplace. Here’s to a safer and better workplace!