Welcome back to another ConveyIQ Weekly Roundup. Here’s the latest news and updates that made headlines in the HR community this week.
Opposite Day was this Thursday, so this week’s roundup is entirely focused on what not to do and all the big no-nos in the recruiting world!
To be honest, your ATS is not getting your candidates excited about job opportunities. Do you know what is? Photos on your social media accounts. Press releases about recent successes. Client stories. Your company is the main attractor to candidates, so it’s time to show off more of your company in the interview process. James Ellis details the value of content and how it can be leveraged to attract and retain candidates.
Long story short, without content, your candidates will not be engaged in your interview process. Don’t let good content go to waste!
Time-to-hire is a metric many recruiting leaders track and manage on a daily basis. Ideally this number would be extremely low. Often applicant volume and inefficient processes are to blame. But, to really change this number, organizations need to start looking at their recruiters’ and hiring managers’ calendars. Calendars are not to-do lists nor are they placeholders for that Tuesday weekly meeting that never happens. Ahryun Moon offers 5 quick tips to clean up calendars and keep them clean year-round.
Quick fix: make more room on recruiters’ calendars to actually conduct interviews. No availability means delayed interviews.
No technology will ever replace a human interaction. Plain and simple. But with so much talk about AI in the recruiting process, it’s hard to ignore its immense capabilities. What can AI not do, though? It cannot show empathy for candidates, it cannot influence or sell a candidate on a job and it most definitely cannot mimic the human element of this industry.
Before diving into a new AI technology, it’s important to understand what it can accomplish and what it cannot.
New laws banning salary history questions are not stopping some recruiters and hiring managers from asking these personal questions. So, candidates are left in a pretty uncomfortable and sticky situation. But, really, all they have to say is, “no.” No matter the question or interview, candidates have every right to not answer questions that make them uncomfortable, that disclose too much personal information or that are flat out illegal.
Candidates, don’t be afraid to say, “no!”