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Due to a survey done by the IFS on 600 business leaders worldwide and a broad spectrum of industries, 90% of companies are implementing artificial intelligence (AI) projects, to make business operations more efficient.

AI mostly powered by Machine Learning is no longer a niche appearance and can be used to make the following steps easier also in recruitment:

  • Candidate Sourcing
  • Preselection
  • Conducting interviews
  • Follow-up on interviews

And countless others like: candidate engagement, new hire onboarding, career development, employee relations and scheduling (e.g. for interviews)

But how can the uplift of artificial intelligence be justified? …


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Building a talent tunnel is a long-term task. But what to do in the age of global pandemics — -with the most recent one, coronavirus set to disrupt every industry? The relationship building must not only continue, but it’s highlighted the development of a new era: Hiring 2.0.

Fortunately it doesn’t involve bidding on eBay for $80 hand sanitiser.

The current challenge for hiring teams now is: getting to know candidates quickly — and remotely. Given the state of affairs, in-person interviews may not be an option right now, but filling vacancies is still very much game on.

Hiring 2.0…


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Digital natives are a handful — and hold a handful of expectations on how the candidate experience should work. They don’t remember the world before the Internet. They expect speed and follow-through on services and products. The interconnectedness of social media, Google, and everything accessible within a few clicks means digital natives are used to playing the comparison game — and they’re good at it. Their behavior is similar to modern-day consumers — -and what they’re looking for in their recruiting experience.

The term “Digital natives” refers to Millennials and Gen Z. Millennials (those born between about 1980 and 2000)…


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“Left, left, left..right, left, RIGHT, it’s a MATCH!””

That Tinder profile’s quite got something! You instantly start wondering what they might be like in person. But should you write first or wait for them to start the chat?

Dating apps, like Tinder, make the user somewhat like a recruiter: assessing the qualities of the candidate and making a great first impression on your romantic vis-á-vis. After all, even the most promising match runs the risk of petering out.

It might be due to a lack of communication from both sides, an overwhelming choice of offers, the non-binding nature of the…


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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.

According to some estimates, a bad sales hire costs between 50–75% of that hire’s annual salary. If a salesperson earns $50,000 per year, the fit costs between $25,000 and $37,500 to replace. …


tech talent software engineer
tech talent software engineer

The war for talent is on. In 2018, unemployment in the US dropped to 3.8%, the lowest in 50 years. Finding candidates for positions is becoming an even harder struggle for hiring managers. Creating a candidate experience strategy begins knowing where to look. One of the biggest challenges for recruiters: “Where to find the best tech talent?”

The different verticals of work attracts certain personalities and interests. Sales people may naturally enjoy competition or talking with people. Computer engineers may prefer space to think about analyzing concepts or learning from other engineers. …


candidate experience
candidate experience

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.

By 2020, nearly 85% of consumer interactions will be dealt with by technology. From chatbots, virtual assistants, and visual search, so many experiences will be wrought with technological enhancement…

Retorio

Retorio is a video recruiter that fuses artificial intelligence and machine learning with scientific findings from psychology and organizational research.

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