2019 will witness the development of quality-based talent pipelines which will further improve hiring accuracy, modern hiring tools such as Monjin boast hiring accuracy by 86%.
You’ve probably heard of the new-fangled interest in video-interviews. Most employers are ditching traditional face-to-face interviews and now prefer e-meeting candidates instead. In fact, a research by Office Team Inc. found that 63% of the hiring managers surveyed preferred to conduct video interviews.
Consider the most note-worthy brands in the world. Google, Facebook, Apple, Cisco, and more. You can guarantee that these organizations have an Employee Experience strategy in place.
Ask any recruiter and they all will have one problem in common, Hiring! It is one of the most underrated words but plays an utmost important part of every successful organization. Recruiting, sifting through resumes, and interviewing to find the perfect candidate can take months, and it isn’t cheap.
Behavioral interviewing is an increasingly popular type of job interview, where an interviewee is asked to provide examples from their past employment of specific situations. Directing the focus on actual life examples makes it easier for an interviewer to objectively judge how a candidate will perform in the role.
There’s Unconscious Bias at Work & AI Can Change That! Do you think you’re a biased person? At the top of your head, you probably aren’t. But each one of us imitates some degree of unconscious bias, especially in the workplace. Unconscious bias is when we judge, assess or form opinions of other individuals based on their name, race, gender, and other factors; without realizing it.
Motivation is one of the crucial factors to get the best out of every employee. The logic is simple- If you want your company to grow constantly, your employees must be highly motivated and hungry to achieve the goal.
Even the most self-aware hiring managers can turn away qualified candidates because the applicant didn’t fit the expectations. Biased employment practices result in unfair discrimination in that individuals who have equal probabilities of succeeding on a job have unequal probabilities of being selected for it.
In one study, economist Eileen Appelbaum and sociologist Ruth Milkman find that executive positions, which are well-compensated and likely have stringent educational credential requirements, have higher turnover costs than jobs with low educational requirements. So it is important to retain your existent talent in the organization.