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    10 Ways to Mitigate the Risks of AI-assisted CVs

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    In the rapidly evolving landscape of job recruitment, a groundbreaking study by Oriel Partners, a London-based PA and administrative recruitment agency, has shed light on a significant shift: the rising influence of AI in enhancing CVs.
    Our agency embarked on a research project to delve into the capabilities of ChatGPT, an AI tool increasingly used in CV creation. By modifying 100 real CVs for a specific job listing and comparing them with their original versions, we aimed to uncover the extent of AI’s role in this domain.
    The results were eye-opening. ChatGPT made an average of 14 embellishments per CV, with changes ranging from slight rewordings to substantial additions in skills and experiences. This finding raises critical questions about the authenticity of AI-assisted CVs.
    We categorised these modifications into three main areas:

    Embellishments to CVs
    Avg. Number of Embellishments

    “Embellishments” to Profile section
    7

    “Embellishments” to Key Skills & Attributes
    4

    “Embellishments” to Professional Experience
    3

    Total
    14

    This led to a noticeable discrepancy in scoring between the AI-enhanced and original CVs when using an AI-powered screening tool. The embellished versions scored an average of 9.4 out of 10, contrasting 8.3 for the unaltered ones, suggesting a potentially unfair advantage for candidates using AI tools to “improve” their CVs.

    Type of CV
    Agv. Scores

    Embellished CVs Avg. Score
    9.4

    Normal CVs Avg. Score
    8.3

    The implications are profound, especially considering a recent Kaspersky survey that found 42% of workers would consider using AI like ChatGPT for their job applications. This trend marks a significant shift in recruitment dynamics and highlights the need for new strategies to maintain fairness and authenticity in the hiring process.
    As Co-Founder of a recruitment agency, I find these developments concerning. The ability of AI to fabricate details on CVs challenges the traditional methods of screening candidates. This necessitates more rigorous measures in the interview process to distinguish genuine applicants.
    Therefore, we advocate for a balanced approach to using AI in recruitment. Employers should develop methods to detect AI-enhanced CVs, potentially integrating more thorough interviews and skill assessments. For job seekers, this serves as a cautionary tale about the importance of authenticity in their applications.
    Our study marks a crucial step in understanding and managing AI’s role in recruitment. We call for responsible and ethical AI practices that safeguard the interests of both employers and job seekers.
    Here’s how to mitigate the risks of AI-assisted CVs:
    1. Enhancing Awareness Among Employers
    Employers need to be educated about the capabilities and limitations of AI-assisted CVs. Understanding how AI can embellish or alter CV information is crucial in developing a discerning eye when reviewing applications. Workshops, webinars, and training sessions can be instrumental in raising awareness.
    2. Implementing Advanced Screening Technologies
    As AI evolves, so must the technologies used to screen CVs. Employers can invest in advanced software differentiating between human-generated and AI-assisted content. These tools could look for patterns typical of AI, such as overly polished language or skills that seem incongruent with the applicant’s experience level.
    3. Encouraging Transparency from Job Seekers
    Organisations can encourage applicants to disclose if they have used AI tools in their CV preparation. This transparency allows employers to view the CV in the proper context and appreciate the candidate’s honesty. A statement or a checkbox during the application process could facilitate this transparency.
    4. Incorporating In-depth Interviews and Assessments
    To counterbalance the potential inaccuracies in AI-enhanced CVs, employers should place greater emphasis on interviews and practical assessments. Behavioural interviews, case studies, and skill-based tasks can provide more accurate insights into a candidate’s true capabilities and fit for the role.
    5. Building AI-Proof Job Descriptions
    Refining job descriptions to be more specific and detailed can help in attracting the right candidates. By clearly outlining the required skills, experiences, and qualifications, employers can reduce the effectiveness of AI in overfitting CVs to job descriptions.
    6. Fostering an Ethical AI Culture
    Companies should advocate for ethical AI use in job applications. This involves setting industry standards and best practices for AI tools in CV preparation, ensuring they enhance rather than fabricate an applicant’s qualifications.
    7. Regularly Updating Recruitment Policies
    As AI technology evolves, so should recruitment policies. Regularly reviewing and updating these policies will help employers stay ahead of the curve in managing AI-assisted applications effectively.
    8. Collaborating with AI Developers
    Engaging in dialogue with AI developers can provide insights into how these tools operate. This collaboration can lead to the development of AI that supports the recruitment process more transparently and ethically.
    9. Promoting a Culture of Authenticity
    Organisations should promote a culture where authenticity and genuine skills are valued over polished, potentially misleading resumes. This cultural shift can discourage candidates from overly relying on AI for CV enhancement.
    10. Legal and Ethical Compliance
    Finally, ensuring compliance with legal and ethical standards is paramount. Organisations should be aware of the legal implications of AI in recruitment, including potential biases and discrimination, and take steps to ensure their recruitment processes are fair and compliant.
    Bottom Line
    In conclusion, integrating AI into the recruitment process, particularly in CV creation, is a trend that cannot be ignored. The challenges it presents, such as potential inaccuracies and fairness issues, require a multifaceted response. Employers need to become more adept at identifying AI-assisted CVs, ensuring their hiring processes remain grounded in authenticity and fairness.
    Simultaneously, job seekers must be aware of the importance of maintaining integrity in their applications. This balanced approach, commitment to ethical practices, and ongoing adaptation to technological advancements are key to successfully navigating this new era of AI-assisted recruitment. By taking these proactive steps, we can harness the benefits of AI while mitigating its risks, ensuring a recruitment landscape that is equitable, efficient, and true to the values of both employers and job seekers.
    By Olivia Coughtrie, Co-Founder, Oriel Partners.
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      Getting Ahead in the War for Talent

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      Navigating a world in the throes of rapid change as we are in today is a challenging feat. The war in Ukraine, energy price spikes, higher borrowing rates, and chronic inflation affect consumer and business confidence domestically and internationally. The impact on organisations – employers and employees alike – is enormous, and we must adapt to survive.
      Recruiters have long grappled with the ever-shifting tides of uncertainty as the employment sector often resembles a wild rollercoaster ride. From the disruptive onslaught of the COVID-19 pandemic to the subsequent post-pandemic boom, the rise of the ‘Great Resignation,’ and the rapid advancement of artificial intelligence, recruiters have weathered these storms with varying degrees of confidence.
      The UK recruitment sector is optimistic
      Against this backdrop, including concerns about a possible recession, a recent survey of 2,500 industry professionals by independent research firm Dynata on behalf of recruitment firm Monster shows that UK recruiters are optimistic about the future, with 87% looking to hire in 2023.
      Also, on the positive side, 92% of recruiters are confident (45%) or very confident (47%) of finding the right candidate. This sounds high, but UK recruiters are less confident than their compatriots across Europe or the USA. Why is this? It’s because The UK is facing a unique set of circumstances, including Brexit, that have created significant economic uncertainty.
      Nevertheless, recruiters across all sectors still believe that they can scope out the terrain of roles, define them with precision and assess candidates through the interview process, according to our survey. However, addressing the talent shortage is still the number one task facing industry professionals across the UK, Europe and the USA, and a constant challenge persists: the need to identify, interview and secure candidates faster than the competition.
      UK recruiters struggle to access talent as the skills gap widens
      The same survey highlights how amidst this battle for talent, 51% of UK recruiters claim that finding candidates with the necessary skills is the most significant challenge they will face in the next three years. The report reveals that finding candidates with the right skills is the biggest obstacle to recruiting in 2023, with 29% of recruiters indicating that the skills gap has widened compared to a year ago. 86% of recruiters “sometimes” or “very often” struggle to fill vacancies due to this. Of the 87% of recruiters looking to fill vacancies, 44% are replacing or backfilling roles, while 43% are hiring for net new job requirements. Only 13% of recruiters anticipate hiring freezes.
      The UK’s battle for talent is intensifying
      Across all sectors, accessing quality candidates is getting harder and is especially difficult in automotive (57%), leisure & hospitality (46%), education (45%), and insurance (45%) sectors. The survey also found that recruiters are searching for radically different soft skills from candidates from different generations. For instance, 13% of Gen Z recruiters are searching for dependability, compared to 57% of Boomers. In contrast, 40% of Gen Z recruiters seek managerial skills, compared to 17% of Boomers.
      To survive in 2023, recruiters must develop new strategies for success
      To thrive in this challenging environment, recruiters must forge new strategies for success. The reliance on traditional approaches is no longer sufficient; embracing innovative technologies and solutions becomes imperative to match talent with opportunities effectively. Casting a wider (digital) net offers recruiters many opportunities to engage with potential applicants.
      The battle for benefits
      To help them secure top talent, recruiters may need to engage in a “battle for benefits” to attract the top talent.
      The demand for flexibility takes centre stage in 2023, with 53% of candidates expecting more flexibility in where they work and 39% expecting more flexibility when they work. However, the survey reveals a disheartening reality: only 25% of businesses offer genuine flexibility to new hires.
      To succeed, recruiters must balance the demands of employees and employers and address candidates’ extended benefits wish list. As flexible options, including increasingly a four-day week, become standard in many industries; salary is no longer the primary determining factor.
      The top five benefits employees are seeking in 2023 are remote flexibility (50%); flexible work schedules (49%); skills training/learning and development (45%); salary protection/fair compensation (44%); and healthcare benefits (41%) according to the survey.
      Improving search techniques
      In addition to honing the quality and range of benefits they offer, firms need to improve their candidate search techniques. Our survey found that only 24% of UK recruiters leverage online recruitment sites, tools, and new technologies to engage talent – far lower than recruiters in the USA and Europe – and are less confident of finding suitable candidates. This means that 76% of recruiters should improve their search methods or face being left behind in the battle for top talent.
      Matching your benefits offerings to your candidate’s requirements and improving search techniques will go a long way to helping businesses find and recruit the individuals that will ensure the business survives and prospers in a challenging economic environment.
      By Rod McMillan, Marketing Manager, Monster UK.
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      in Talent Acquisition

      The 6 Best Video Interview Platforms in 2023

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      When it comes to hiring in 2023, using the best video interview software is essential. After all, video interviewing is now an integral part of the hiring process, and the COVID-19 pandemic has accelerated its adoption. 
      According to a recent survey, 86% of companies now use video interviews to evaluate job candidates. Video interview software is crucial because it enables hiring managers to assess candidates remotely, which is particularly important in today’s world of remote work and social distancing. It also saves time and resources, as it eliminates the need for in-person interviews and can be used to screen top talent quickly.
      As we move further into 2023, it’s clear that video interviewing is here to stay, and with so many platforms available, it can take time to decide which one to choose. 
      In this article, we’ll explore the six best video interviewing tools of 2023 and what makes them stand out from the competition.
      The Best Six Video Interview Platforms
      Here are some of the best video interview platforms to use: 
      1. myInterview

      Founded in 2016 by two friends who wanted to create a more personal and efficient way of assessing job applicants and hiring, myInterview is a one-way video interview platform. You can further meet the shortlisted candidates for a live interview as well. 
      You can either choose from a library of questions or create your own. You can also customize the settings, such as time limit, retries, and branding.
      Here’s how it works:
      myInterview prompts you to fill out a simple form to create your job. 
      After you fill in those details, you can create and send video interview questions to job seekers, who can record and submit their answers online. 
      Next, myInterview will allow you to brand your interview by adding your logo, custom colors, images, or background. 
      Additionally, you can include an introductory video by recording it, linking it via Vimeo, YouTube, or Dropbox, or even uploading a pre-existing video from your computer.

      Finally, you can invite candidates to the job interview and review their videos right inside myInterview’s dashboard.
      Once candidates start sending their videos answering interview questions, recruiters can watch and evaluate the candidates’ videos using artificial intelligence and collaboration tools. 
      For example, the myInterview Intelligence feature uses artificial intelligence to rank candidates based on their video responses. 
      They also offer features like automated shortlisting, curated interview playlists, and bias-free assessment Interviews.
      Shortlisting is also easy, thanks to custom Kanban columns to help you track a candidate’s stage. You can set your workflow to match your company’s hiring stages and customize columns into shortlisted, rejects, approved, etc.

      All these features combined can help recruiters save time and money, screen more candidates, and find the best fit for their company and culture.
      Here’s a quick overview of myInterview’s key features: 

      Invite candidates: Recruiters can invite candidates to take the video interview by sending them a link via email or SMS. Candidates can access the interview on any device with a camera and microphone.
      Review candidates: Recruiters can review candidates’ videos on an intuitive dashboard that shows their scores, rankings, and feedback. They can also share the videos with other team members or clients for collaboration.
      Hire candidates: Recruiters can hire candidates by contacting them directly from the platform or through their ATS or workflow system.

      All in all, myInterview is suitable for recruiters who want to save time and reduce the risk of bias in their hiring process. It’s also suitable for candidates who wish to express themselves beyond their resumes and showcase their personality and fit for the company culture. 
      That said, there may be better options for recruiters who prefer live or face-to-face interviews.
      Pros: 

      Integration with other platforms such as Indeed, Workable, and Zapier. 
      It offers a free plan with ten candidates per month and affordable pricing plans for different needs and sizes of businesses. 
      The dashboard has smart shortlisting options, allowing you to filter, sort, and rank candidates by various criteria. It’s also easy to use, intuitive and customizable with your branding and intro video. 

      Cons: 

      It may not capture the full range of candidates’ skills and abilities, especially for technical or creative roles that require more than verbal communication or problem-solving.
      Limited customization options for branding and user experience. This can be a drawback for companies looking to create a more personalized candidate experience.
      Limited reporting and analytics capabilities can make it difficult for recruiters to track their recruitment campaigns’ success and identify improvement areas.

      Pricing: 
      myInterview offers annual billing options and the pricing depends on the number of candidates per month. The pricing plans are:

      Starter – Free forever with ten candidates per month and one active job.
      Individual – $99/month with unlimited candidates per month and two active jobs.

      Professional – Custom plans with custom candidates per month and custom active jobs.
      2. Willo

      Willo is another asynchronous video interview platform that allows candidates to record their interview answers at a convenient time rather than having to schedule a live video interview. This makes the process more flexible and convenient for both candidates and hiring managers.
      You can add different question types, including video, audio, text-based, and file uploads. You can also assign a specific number of retakes and answer length.
      Another unique feature of Willo is its ability to integrate with other HR tools, such as applicant tracking systems (ATS) and job boards. This allows hiring teams to streamline their recruitment process and manage everything from one place.
      Additionally, recruiters can evaluate and manage candidates in a Kanban-like dashboard and get an overview of their complete hiring process. 
      However, Willo may not be the best fit for companies that require live video interviews or need to assess candidates’ soft skills in real-time. In addition, some candidates may feel uncomfortable with the idea of recording themselves on video, which could limit the pool of potential candidates.
      Some of the key workflows of Willo are:

      Creating an interview: You can create an interview by choosing a title, adding a description, selecting questions from a bank, or creating your own. You can also set the time limit and number of retakes for each question and customize the branding and appearance of the interview.
      Sending an interview: Send an interview link to candidates via email or SMS or embed it on your website or job board. You can also integrate Willo with your ATS platform to automate the sending process.
      Reviewing an interview: Willo lets you watch video responses of candidates whenever you want, rate them on a scale of 1 to 5, and leave feedback notes. You can also filter and sort candidates by rating, status, or date.

      Pros: 

      Willo integrates with over 5,000 enterprise apps and popular ATS platforms.
      It saves time and resources by automating the screening process and allowing candidates to record their answers at their own convenience.
      It provides a great candidate experience and a fair opportunity for everyone to showcase their skills and personality.

      Cons: 

      Willo lacks some features like live video interviews, questionnaires for specific roles, etc., and some of its counterparts have. 
      It may not be suitable for some roles or industries requiring more interaction or assessment.
      Doesn’t have enough customization options for branding, design, or questions. 

      Pricing: 
      Willo offers three pricing plans. Here are the details:

      Starter plan ($75 per month): For up to 50 interviews per month with additional features such as custom branding, advanced analytics, and priority support.
      Growth plan ($300 per month): For up to 250 interviews per month with additional features such as team collaboration, custom domains, and GDPR compliance.
      Scale plan ($850 per month): For up to 1,000 interviews per month with additional features such as a dedicated account manager, API access, and enterprise integrations.

      Willo also offers discounts for non-profits and early-stage startups. You can apply for them on their website.
      3. VidCruiter
      VidCruiter is another video interview platform on this list. However, VidCruiter stands out among many of its contemporaries for its ability to provide both live and pre-recorded video interviews.
      In addition to interviewing candidates, recruiters using VidCruiter gain access to HR-based features, such as structured questions and rating guides, to assist them in their evaluations.
      VidCruiter also offers an SHRM-approved interview guide builder that aids in implementing structured interviews, reducing hiring bias. Additionally, the platform provides a dedicated account manager for each client and offers 24/7 support.
      Some of VidCruiter’s key features include: 

      Pre-screening: Recruiters can filter candidates based on their skills, qualifications, and personality using pre-recorded video interviews or online assessments. 
      Interview Scheduling: VidCruiter helps automate the scheduling process using an online calendar system that syncs with your email and ATS. 
      References: VidCruiter’s automated references system allows recruiters to collect references from candidates by sending out requests and reminders via email or SMS.

      VidCruiter is ideal for organizations and recruiters who want to streamline their hiring process, save time, and reduce costs. It’s especially beneficial for organizations that hire remotely or internationally since it eliminates scheduling conflicts and timezone barriers. 
      However, it may not be suitable for recruiters who prefer traditional face-to-face interviews or those with limited internet access.
      Pros: 

      It offers pre-recorded and live video interviews and other features such as skills testing, automated reference checking, digital signatures, etc.
      It allows you to customize your workflow, branding, questions, rating scales, etc., to suit your specific needs and preferences.
      It integrates with other platforms and tools such as ATS, CRM, calendars, etc.

      Cons:  

      They’re not upfront when it comes to their pricing and billing options. You’ll have to contact their sales team for a custom quote. 
      While VidCruiter offers a wide range of features, some users reported that the platform could be complex and difficult to navigate. This can make it challenging for new users to get started quickly.

      4. HireVue
      Initially founded in 2004, HireVue is a video interviewing platform allowing recruiters to conduct live and on-demand interviews. Some of its standout features include over 1,000 job-specific interview guides, real-time evaluation tools, automated candidate routing, and enterprise security. 
      Another distinctive feature is its built-in tools for evaluating coding proficiency and critical soft skills. HireVue’s technical assessment software employs video, AI, and coding challenges validated by a team of organizational psychologists to help you evaluate technical talent.

      Other key features include: 

      Game Assessment: HireVue offers game-based assessments backed by neuroscience and data science that help you select the most suitable candidates. The games measure cognitive abilities, emotional intelligence, and personality traits relevant to the role.
      AI Technology: HireVue uses AI technology to analyze candidates’ video interviews and game assessments and provide insights and recommendations on their skills, fit, and potential. Recruiters can also customize the AI to meet their specific needs.
      Text Recruiting: Recruiters can communicate with candidates via text messages or WhatsApp and engage them with conversational AI. They can also use text recruiting to invite candidates to interviews or assessments, send reminders and confirmations, answer questions, and provide feedback.
      Virtual Hiring Events: HireVue allows recruiters to host virtual hiring events to attract, screen, and hire candidates in one day. Recruiters can use HireVue’s platform to create branded landing pages, promote the event, schedule interviews, and track metrics.

      Pros: 

      It provides customizable rating guides to evaluate candidates based on specific job requirements and company culture.
      With the ability to pre-record and review interviews, HireVue helps you save time in the hiring process and quickly move through a large pool of candidates.
      HireVue’s structured interview feature allows you to create consistent questions for all candidates, ensuring fairness.

      Cons: 

      HireVue’s pricing is higher than other video interview platforms, which may make it less accessible for small businesses or organizations with limited budgets.
      Some users have reported that HireVue’s pre-built templates can be limiting and lack customization options.
      Like any software, HireVue isn’t immune to technical glitches and bugs. Some online reviews talk about experiencing video and audio quality issues.

      Pricing: 
      HireVue offers two pricing plans, including: 

      Corporate Pricing (Starts at $35,000): For companies with 2500-5000 employees. 
      Enterprise (Custom plans): For companies with over 5000 employees. 

      5. Spark Hire
      Spark Hire is a video interviewing platform that lets you accept one-way interviews, open one-way interviews, and live interviews. The one-way video interview is one of its standout features, which allows candidates to record video answers to interview questions at their convenience.
      It also allows recruiters and hiring managers to screen candidates more efficiently, connect with them remotely, and foster collaboration with team members.
      Spark Hire also has several unique features that differentiate it from other video interview platforms. 
      Additionally, recruiters can create personalized and branded videos using the video messaging feature to engage candidates at any stage of the hiring process. 
      Then you have the interview evaluation feature that allows recruiters to evaluate candidates by rating, commenting, tagging, and rejecting them. This feature speeds up the recruitment process and ensures recruiters can make informed decisions.
      Some of Spark Hire’s key features include: 

      One-way Video Interview: This feature allows candidates to self-record video answers to interview questions on their own time. Recruiters can create text or video-based questions, limit think time, control the number of allotted takes, and restrict max answer length.
      Interview Evaluation: This feature allows recruiters to rate, comment, tag, and reject candidates easily. Recruiters can document rejection reasons, send rejection emails, and organize their shortlists.
      Question Library: This feature allows recruiters to access a library of pre-made interview questions that cover various topics such as behavioral, technical, situational, etc. Recruiters can also create their custom questions and save them for future use.

      Pros: 

      Extensive integrations with various applicant tracking systems (ATS) and other recruitment tools.
      The interview evaluation feature simplifies the candidate evaluation process and allows for easy collaboration. 
      The video messaging feature allows for personalized and branded communication with candidates.

      Cons: 

      Limited language support compared to other platforms – a downside for organizations with diverse candidate pools.
      Some users have reported occasional technical glitches or issues with customer support.

      Pricing: 
      Spark Hire offers four pricing plans: 

      Lite ($149/month or $119/month annually): 1 job, 3 users, unlimited interviews, branding, video questions, evaluation tools, scheduling, video messages, integrations, and support.
      Pro ($299/month or $239/month annually): 5 jobs, 5 users, everything in the Lite plan + advanced sharing, analytics, bulk invite, SMS text invitations. Advanced questionnaire add-on.
      Growth ($499/month or $399/month annually): 10 jobs, custom users, everything in the Pro plan + Advanced questionnaire and single sign-on add-ons.
      Enterprise (Contact Spark Hire for pricing): Unlimited jobs. Everything in the Growth plan + SMS text invitations. Multiple add-ons for security and contracts.

      6. Harver
      Harver is a video interviewing solution that helps recruiters screen candidates using asynchronous video interviews. This means that candidates can self-record video answers to pre-defined questions on their own time, and recruiters can review and evaluate them whenever they want.
      Harver also stands out with its ability to incorporate promotional and team videos in your hiring process. Plus, Harver’s collaborative interview scoring feature lets you bring multiple evaluators on board to rate and comment on candidate responses using a consistent rating scale. This feature streamlines the evaluation process, ensuring recruiters can make informed hiring decisions.
      They also provide a team of IO psychologists to identify the ideal candidate profile and optimize the customized matching framework using performance feedback loops. This also helps minimize bias in the hiring process.
      Pros: 

      Harver allows you to incorporate promotional and team videos that showcase your company’s brand and culture, creating a more engaging and memorable candidate experience.
      Harver’s interview scoring feature allows multiple evaluators to rate and comment on candidate responses using a consistent rating scale, making it easier to assess candidates and make data-driven hiring decisions.

      Cons: 

      It may be unsuitable for organizations that prefer live or synchronous video interviews.
      Like most other virtual interviewing platforms, Harver also provides a standardized experience, which may not be suitable for companies with more specific needs or preferences.

      Benefits of Using Video Interview Platforms 
      There are many benefits to using video interview platforms for hiring. Here are some of them:
      Time and Cost Savings: 
      One of the biggest advantages of using video interview platforms is the ability to save time and money. Recruiters can conduct video interviews with candidates from anywhere worldwide, eliminating the need for travel and in-person meetings. This can save companies thousands of dollars in travel and accommodation expenses. 
      Improved Candidate Experience: 
      Video interview platforms offer a more flexible and convenient experience for candidates who can complete interviews from their homes. This can lead to higher levels of candidate engagement and satisfaction. 
      For example, Unilever managed to hire half of the candidates it screened using a video interview platform for the hiring process.
      Better Hiring Decisions: 
      Video interview platforms provide a complete overview of each candidate. And when recruiters have a complete picture of the candidate, they naturally make better hiring decisions. 
      Plus, features like video messaging and collaborative interview scoring can help recruiters evaluate candidates more accurately.
      Increased Diversity and Inclusion: 
      Video interview platforms can also help companies increase diversity and inclusion in their hiring processes. By enabling candidates to complete interviews remotely, companies can reduce barriers to entry for underrepresented groups. 
      Additionally, features like structured interview questions and blind reviews can help reduce unconscious bias in the hiring process.  
      Evaluate body language:
      Video interviews also allow recruiters to evaluate body language and nonverbal cues, such as eye contact, hand gestures, and overall confidence level while answering questions. 
      This is especially helpful if hiring for a customer service or sales position. In that case, you can evaluate how candidates interact with others, express themselves, and handle difficult situations.
      Key Features That Your Video Interview Platform Should Have 
      Here are some key features that your video interview platform should have:

      One-way and two-way video interviews: The best video interview platforms let you set up one-way interviews where candidates answer pre-written questions that you can review later. At the same time, they should let you conduct live or two-way interviews where you can chat with candidates in real time.
      Collaboration features: Collaboration features, like the ability to share feedback and ratings on candidates, can help streamline the hiring process. For example, Harver’s collaborative interview scoring feature allows multiple evaluators to rate and comment on candidate responses.
      Video Quality: It’s no good to have a great interview platform if the quality is poor. The video should be clear and crisp, allowing both parties to see each other clearly and understand what is being said. It should also be recorded in high definition so that there won’t be any playback issues later on down the line.
      Integration with your existing Applicant Tracking Systems (ATS): Integration with your ATS can help you easily transfer candidate data and streamline your hiring workflow.
      AI-powered interview analysis: Artificial intelligence (AI) can help you quickly and accurately analyze candidate responses and identify top candidates. For example, many tools use AI to analyze the facial expressions, tone of voice, and word choice of candidates during the interview.

      Questions to Ask Vendors on Demos 
      With so many options, how do you know which one is right for you? Here are some questions to ask vendors on demos related to video interviewing platforms:

      Can you walk me through the process of setting up and conducting a video interview on your platform?
      How do you ensure the security and privacy of candidate data during the interview process?
      Does your platform support both live and pre-recorded video interviews? If so, how do they differ?
      What level of customization is possible on your platform, such as branding, interview question templates, and evaluation criteria? Can we customize the platform with our company logo, colors, and branding to provide a consistent candidate experience?
      How does your platform address potential bias in the interview process, and what tools or features are available to promote diversity and inclusion? For example, does the platform provide structured interview questions and evaluation criteria to help standardize the interview process?
      Talking of diversity, does your platform handle accessibility for candidates with disabilities? For instance, does the platform support closed captioning or sign language interpretation for hearing-impaired candidates?
      What kind of support and training do you provide to users of your platform, and is there an additional cost for these services? Are there tutorials or online training materials available?
      How does your platform measure the effectiveness of the video interview process, and what kind of analytics and reporting are available?
      What is your platform’s video recording and storage capacity? Can the platform support HD video, and how long are the videos stored?
      Can you provide references or case studies of organizations in our industry or of similar size who have successfully used your platform?
      How does your pricing model work, and what factors determine the cost for our organization?
      Can your platform integrate with our existing applicant tracking system (ATS) or other HR tools?

      Common FAQs
      What is a video interview platform?
      A video interview platform is a tool that allows companies to conduct interviews with candidates in a remote setting. It provides an easy-to-use interface for both the interviewer and the candidate and stores all information gathered during the interview process.
      How does it work?
      Candidates sign up for an account, which allows them to record their videos through their mobile devices or computers. They upload those video recordings to the platform, where recruiters can access and review them to screen them immediately or schedule them to be viewed at another time.
      What are the benefits of using a video interview platform?
      Using a video interview platform can save time and money, eliminate geographical barriers, and help reduce bias in the hiring process. It also provides more flexibility for both the interviewer and the candidate, as interviews can be conducted from anywhere with an internet connection.
      What are the different types of video interview platforms?
      There are generally two types of video interview platforms – one that allows live interviews and the other with pre-recorded (asynchronous) interviews. Recruiters can conduct live interviews in real time, while pre-recorded interviews allow candidates to record their answers to pre-set questions at their convenience. However, some tools offer both types of interviews under a single umbrella. 
      How do I choose the right video interview platform for my organization?
      When choosing a video interview platform, consider factors like ease of use, pricing, customer support, features, and integrations with other tools. It’s also important to assess your organization’s specific needs and goals and choose a platform that aligns with them.
      How does the platform ensure fairness and minimize bias in the hiring process?
      Video interview platforms should have features that support structured interviews, such as standardized questions and rating scales. Additionally, some platforms use artificial intelligence (AI) to analyze candidate responses and weed out biased hiring. 
      Pitfalls to Avoid When Buying Video Interview Software
      When searching for video interview software, there are a couple of pitfalls to avoid. Here are some of the most common ones: 

      Thinking it’s only about the technology: Video interviewing should be about more than just the technology itself. You want to be sure it’s easy for both candidates and hiring managers alike to use and feels natural with minimal training. If this isn’t possible, perhaps another screening method would be more suitable for you.
      Not testing the software before purchase: It’s essential to test the software before making a purchase. This includes taking advantage of free trials or demos offered by the vendor. This will allow you to better understand the software’s user interface, features, and capabilities.
      Overlooking integration capabilities: If you already use other HR software in your organization, it’s important to ensure the video interview software can integrate with these existing systems. Overlooking integration capabilities can result in time-consuming and expensive workarounds.
      Ignoring security and privacy features: Video interview software will likely contain sensitive candidate data, including video recordings and personal information. Therefore, ensuring the software has robust security and privacy features, including data encryption and secure storage, is important.
      Not considering scalability: As your organization grows, so will your hiring needs. It’s important to consider the scalability of the software to ensure it can handle increased usage and meet future hiring demands.

      Time to Hit Record and Find the Best Candidates!
      Online video interview platforms are essential for modern recruiting and hiring processes. They allow companies to conduct virtual interviews and save time and resources while increasing candidate engagement and the accuracy of evaluations. 
      We explored the top 6 video interview platforms in 2023, each with unique features and functionalities catering to different hiring needs. Spark Hire’s one-way video interview feature allows for asynchronous candidate responses, while HireVue’s AI-powered assessments provide technical talent evaluations. VidCruiter streamlines international and remote hiring processes, while Harver’s candidate experience and team evaluation tools ensure a comprehensive assessment. 
      When choosing a video interview platform, it’s essential to consider key features like collaboration tools, customization options, and candidate experience. With the right tool and approach, these platforms can revolutionize your recruitment process and help you find the right candidate for the job.

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      The 3 Best Recruiting Chatbots in 2023

      by

      In 2023, the use of machine learning and AI-powered bots is skyrocketing, and the competition to offer the best HR chatbots is fierce. With chatbots helping you save time and money by handling up to 80% of standard questions from candidates within minutes, it’s clear that the need for innovative recruitment solutions has never been greater.
      Many of these online assessment tools and HR chatbots, like Paradox and Humanly, provide an efficient and cost-effective way for organizations to streamline their recruitment process while improving employee engagement and satisfaction. They also help you gauge a candidate’s competencies, identify the best talent and see if they’re the right cultural fit for your company.
      In this article, we’ll delve into the top 3 best recruiting chatbots in 2023 to help you shortlist and hire the right candidates.
      The 3 Best HR Chatbot Tools
      Here are the three best HR chatbot software tools in 2023:
      1. Paradox
      Paradox is a conversational AI chatbot that helps recruiters and hiring managers to automate tasks and engage candidates through text messages. Paradox’s built-in chatbot, Olivia, can screen candidates, schedule interviews, answer questions, collect feedback, and more.
      They claim that Olivia can save recruiters millions of hours of manual work annually, cut time-to-hire in half, increase applicant conversion by 5x and improve candidate experience.
      Olivia is also marketed as a “24/7 recruiter you hire.” And it’s true enough. 
      Paradox uses natural language processing to create conversations that feel natural and human-like. Thanks to their use of NLP, Olivia functions in a manner similar to that of a human recruiter. For example, it can qualify candidates based on their resume or job application and match them to the best-fit roles.
      (Source)
      Another key feature that makes Olivia stand out is its ability to communicate with candidates 24/7, on any device, in 100+ languages. 
      Other key features of Paradox include: 

      Interview scheduling: Olivia can coordinate with candidates and hiring managers to find the best time slot for interviews and send reminders and confirmations.
      Candidate communication: Olivia can answer common candidate queries about the job role, company culture, company policies, benefits, etc., or direct them to relevant resources. 
      Candidate feedback: Olivia collects feedback from candidates after each stage of the hiring process and measures their satisfaction and sentiment. 

      All in all, Paradox is most suitable for organizations that want to streamline their recruiting process and reduce manual work. If you also want to improve your candidate experience and hire faster and more efficiently, then also Paradox is your friend. 
      That said, it might be overkill for organizations with a low hiring volume or a simple hiring process. Organizations that prefer other communication channels like email or phone calls may also find it unsuitable. 
      Pros:

      Olivia saves a tremendous amount of time and reduces manual work. It can handle repetitive and tedious tasks such as screening candidates, scheduling interviews, sending reminders, etc., that would otherwise take hours of human effort.
      It integrates with leading applications, such as Workday, SAP SuccessFactors, Oracle Taleo, Indeed, etc. 
      It supports multiple languages and can communicate with candidates across 47 countries.

      Cons:

      Paradox may not be able to replace the human touch or rapport that recruiters can build with candidates through personal interactions. For example, if a candidate prefers to talk to a real person or if a recruiter wants to assess the candidate’s personality, fit, or motivation more deeply, Olivia may not be able to convey the same level of empathy, trust, or engagement.
      Paradox only provides some basic metrics and does not integrate with other analytics tools or platforms. This could limit the ability of organizations to make data-driven decisions and optimize their hiring processes.
      As with any chatbot software, Paradox requires a stable internet connection to function effectively.

      2. Humanly.io
      Humanly.io is a conversational hiring platform that uses AI to automate and optimize recruiting processes for high-volume hiring and retention. 
      What sets it apart is its ability to utilize multiple channels, including chat, SMS, social media, and QR codes, to connect with potential candidates where they are. 
      The tool also eliminates biased factors from conversations and offers valuable insights during interviews to promote fair hiring decisions. Additionally, it offers HR chatbots for different types of hiring, such as hourly, professional, and early career. 
      The chatbot also syncs with your calendar and availability preferences and offers candidates convenient time slots to book interviews.
      Some of the key workflows that Humanly.io supports are:

      Screening: Humanly engages with candidates who apply through various sources and asks them relevant questions based on the job requirements. They have role-specific conversation templates, allowing the chatbot to ask the right questions at the right time. 
      Reference checking: Humanly can help you contacts the candidate’s references via email or SMS and asks them standardized questions. The chatbot then compiles the feedback into a report for the hiring team.
      Re-engagement: The chatbot reaches out to past candidates still interested in working for the organization and invites them to apply for new or relevant opportunities. 
      Virtual interview assistant: Humanly.io helps recruiters conduct virtual interviews by providing AI-generated notes, follow-up emails, and interview insights. 

      All in all, Humanly.io is good for organizations that want to save time, improve candidate experience, and increase diversity in their talent pool. It’s especially useful for high-volume hiring scenarios where recruiters need to screen and schedule hundreds or thousands of candidates quickly and efficiently. 
      However, it may not be ideal for organizations with very complex or customized recruiting workflows that require human intervention or customization.
      Pros:

      It improves candidate experience and engagement by providing personalized and conversational interactions through multiple channels. 
      The chatbot also sends SMS-based reminders and confirmations to reduce no-shows.

      Cons:

      It may be overkill for a startup or a small organization. 
      Lack of robust reporting capabilities. 
      Humanly.io currently supports only the English language. This could be a problem for organizations that recruit globally or have a multilingual candidate pool. 

      3. MeBeBot

      MeBeBot is an AI intelligent assistant that automates answers to employee questions and communications for HR, IT, and Operations teams. It also provides push messaging, pulse surveys, and real-time data insights to improve employee experience and engagement. 
      MeBeBot also provides native integration into your company’s Slack channel or Microsoft Teams, allowing employees to interact with it seamlessly.MeBeBot Slack Interface
      It also has a crowdsourced global knowledge base of over 300 FAQs you can edit and customize to fit your business policies and processes. With its support for multiple languages and regions, MeBeBot is also a great fit for companies looking to hire a global workforce. 
      Some of MeBeBot’s key features include: 

      Employee FAQs: The chatbot answers common employee questions about HR, IT, payroll, benefits, facilities, operations, etc., using a curated knowledge base that the admins can customize.

      Push Messaging: It sends out notifications, company updates, and reminders to employees via Microsoft Teams or Slack channels based on group preferences.

      Pulse Surveys: You can use it to conduct quick feedback surveys on employee sentiment on key satisfaction questions via Microsoft Teams or Slack channels based on group preferences.

      Pros: 

      It keeps the “human” in HR tech by combining natural conversational technology with a database of common HR questions and answers curated by experts.
      It helps track employees’ engagement, sentiment and needs through push messaging and pulse surveys.
      It saves time, resources, and money by reducing the volume of help desk tickets, emails, and inquiries by 60-70%

      Cons: 

      Mainly aimed at companies that use Slack or Microsoft Teams.
      It may be unable to handle complex or uncommon questions requiring human intervention or judgment.
      You may need some help with some technical issues or glitches. 

      Benefits of Using HR Chatbots
      There are several benefits of using HR chatbots in the workplace. Here are some of them:
      Improved efficiency
      HR chatbots can handle repetitive and routine tasks, such as answering frequently asked questions and scheduling interviews, allowing recruiters and HR team members to focus on more complex and strategic tasks. 
      For example, Humanly.io can automate the screening process for job applicants, reducing the time and effort required by HR staff to review each application manually.
      24/7 availability
      It’s nearly impossible for a human recruiter to be available 24/7, giving another edge to HR chatbots. These AI-based recruiting bots assist employees and candidates at any time of the day, even outside of regular business hours. This naturally improves the overall experience for all parties involved.
      Increased accessibility
      Candidates and recruiters alike can access HR chatbots through multiple channels, including messaging apps and voice assistants. This makes it easier for all parties involved to interact with them using their preferred method of communication.
      Personalized recruiting experience
      You might have a preconceived notion about how a chatbot would converse in a crisp, robotic tone. However, these HR chatbots are smarter than that. 
      Most conversational recurring chatbots provide personalized responses based on the user’s profile and history, creating a more engaging and relevant experience for each individual. 
      For instance, Paradox’s bot Olivia, can provide tailored responses based on the job candidate’s profile and experience.
      Faster response times
      HR chatbots can respond immediately to inquiries, reducing the time and effort required for employees and candidates to get the required information. 
      For instance, a chatbot can quickly respond to a job candidate’s inquiry about the application process, reducing the candidate’s waiting time.
      Cost-effective
      HR chatbots can help reduce the workload of HR departments, resulting in cost savings for organizations in terms of time and resources.
      Overall, HR chatbots can help improve the efficiency, accessibility, and user experience of HR processes. This ultimately leads to greater productivity and job satisfaction for both candidates and HR professionals.
      Key Features That Your Recruiting Chatbot Should Have
      According to a study by Phenom People, career sites with chatbots convert 95% more job seekers into leads, and 40% more job seekers tend to complete the application. 
      Recruiting chatbots are becoming increasingly popular for automating the recruitment process and improving the candidate experience. 
      Here are some key features that your recruiting chatbot should have:

      Screening and skills assessment: Your HR chatbot shouldn’t just be a conversation platform. To offer full-fledged talent acquisition capabilities, it should have candidate assessment tools to identify candidates’ skills. It should also be capable of conducting preliminary screening and assessing candidates’ qualifications, skills, and experience. 

      24/7 interaction: According to statistics, a chatbot can automate up to 80% of top-of-funnel recruiting activities. Your HR chatbot should be able to do the same. It should also be able to engage with candidates anytime and provide instant and accurate answers to their frequently asked questions (FAQs) about the job opening, company, benefits, etc.

      Job Search and Application: Your recruiting chatbot should be able to assist candidates in searching for job openings and guiding them through the application process.

      Integration with Applicant Tracking System (ATS): The chatbot should be able to integrate with your ATS to provide a seamless recruitment experience for candidates and recruiters.

      Data insights and analytics: Recruiting suitable employees for your company requires in-depth data before you come to any conclusion. Naturally, the recruiting chatbot software you plan to use should provide real-time data on candidate usage patterns, question trends, sentiment analysis, etcetera. 

      These features can help you improve your recruiting process using a chatbot. However, depending on your specific goals and challenges, you may need more or fewer features than these. 
      Questions to Ask Vendors on Demos
      Here are some questions to ask vendors during demos when buying an HR recruiting chatbot:

      How can your chatbot help improve the candidate experience? For instance, ask whether their chatbot can provide candidates with quick and personalized responses to their questions and status updates on their applications. Most importantly, does it guide them through the recruitment process? 

      What types of recruitment tasks can the chatbot automate? Can it automate tasks like resume screening, interview scheduling, and answering FAQs? 

      How does the chatbot integrate with our existing recruitment process and technology stack? Ensure it integrates with your existing applicant tracking system (ATS), recruitment website, and other HR technology platforms. 

      What’s the level of customization for the chatbot to meet our specific business needs? Does it provide customization options for chatbot responses and conversation flows?

      What data and analytics can we expect to receive from the chatbot, and how can we use it to improve our recruitment process? Ask whether the chatbot can provide data on candidate engagement, recruitment metrics, and user feedback.

      What is the setup and deployment process for the chatbot?

      What training and customer support do you provide for our team to use and manage the chatbot effectively? Does it include ongoing technical support?

      How does the chatbot handle multi-lingual and global recruitment needs?

      How does the chatbot ensure data privacy and security for both the company and the candidates? Does it have data retention and deletion options to ensure that candidate data is handled appropriately?

      Can we integrate the chatbot with our existing applicant tracking system (ATS) or other HR technology platforms? 

      These questions should help you evaluate the capabilities and suitability of the chatbot for your specific recruitment needs.
      Common FAQs
      What is an HR chatbot?
      An HR chatbot is an artificial intelligence (AI) powered tool that can communicate with job candidates and employees through natural language processing (NLP). They also help with various HR-related tasks, including recruitment, onboarding, interview scheduling, screening, and employee support.
      What are the benefits of using an HR chatbot?
      HR Chatbots are great for eliminating the need to call HR, saving time, and reducing overhead. They also help improve candidate and employee experience, reduce human error, provide personalized assistance, and streamline HR processes.
      What kind of HR-related tasks can an HR chatbot assist with?
      An HR chatbot can assist with various HR-related tasks such as answering frequently asked questions, scheduling interviews, providing feedback on job applications, providing onboarding support, and assisting with employee inquiries.
      Can an HR chatbot replace human HR professionals?
      The answer is: It depends. A chatbot can answer questions and give advice, but it cannot make decisions on behalf of a human. 
      An example where this could become an issue is when an employee has a disability or other issues with their work performance. They may need individualized instruction to help them improve their performance. To do this successfully, human interactions are essential – both with the employee and between the employee and HR.
      What are the limitations of using an HR chatbot?
      While HR chatbots can imitate human-like conversation styles, it’s still incapable of overcoming issues like complex or nuanced inquiries, language barriers, and the potential for technical glitches or errors. It’s important to consider these limitations beforehand and provide appropriate user support to connect with new hires.
      Do HR chatbots conduct personality tests and evaluate soft skills?
      Yes, many HR chatbots can conduct personality tests and evaluate soft skills. These chatbots can use in-depth assessments to evaluate a candidate’s personality traits, communication skills, and problem-solving abilities.
      Pitfalls to Avoid When Buying HR Chatbot Software
      It’s clear that now is the time for HR professionals to start looking into how they can implement a chatbot in their organization. 
      However, there are several pitfalls to avoid when buying HR chatbot software. Here are some of them: 

      Failing to define your requirements: Before shopping for HR chatbot software, you need to define your requirements. This includes understanding what tasks you want the chatbot to perform, what type of data you want it to collect, and what kind of interactions you want it to have with users.

      Failure to consider language and cultural differences: You may want to use your HR chatbot software to hire employees from different parts of the world who speak different languages and have different cultural backgrounds. It’s important to ensure that the chatbot can understand and respond to users in different languages and in a culturally sensitive way. For example, a chatbot designed for an American audience may not work well for an Asian audience.

      Lack of training and support: No matter how user-friendly the tool is, implementing it requires training and support for both employees and HR staff. If the software company fails to provide adequate training and support, it may lead to poor adoption rates and low user satisfaction.

      Lack of scalability: Your HR chatbot should be able to scale with the organization’s growth and changing needs. Failure to choose a scalable chatbot can result in having to replace it with a more expensive solution in the future. 

      Not considering integration: Your HR chatbot software should be able to integrate with your existing HR systems, such as your HR management system (HRMS) or applicant tracking system (ATS). This will ensure the chatbot can access the necessary data and perform the required tasks.

      Disregarding data privacy regulations: HR chatbot software may collect and store sensitive employee data, such as performance evaluations and medical information. Considering this, it’s important to ensure that the tool complies with data privacy regulations like GDPR or CCPA. 

      Revolutionizing Recruitment!
      In conclusion, HR chatbots are becoming increasingly popular for their cognitive ability to streamline and automate recruitment processes. These chatbots have the potential to identify the best candidates for a given job, evaluate their job performance, and take care of talent assessments and the employee onboarding process.
      While numerous HR chatbots are available in the market, the best ones are customizable, scalable, and integrated with existing human resources systems. After all, it’s essential to find a chatbot that fits your organization’s specific needs, so you can maximize its potential and achieve your recruitment goals. 
      With the right AI-powered chatbot, your organization can stay ahead of the competition, attract top talent, and build a successful workforce for years to come.
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      in Talent Acquisition

      The 5 Best Recruiting Software Tools in 2023

      by

      Looking for the best recruiting software on the market? You’re in the right place!
      Hiring a new employee can be costly and time-consuming. According to Indeed, you can expect to pay up to 30% of the hired employee’s first-year salary to a recruiter – and it can take up to 52 days to fill a position. 
      But what if you could save money and time with some powerful software tools? Recruiting software like JazzHR, Recruitee, etc., can help you streamline your hiring process, attract more qualified candidates, enhance your employer brand, and optimize your talent acquisition strategy. 
      But how do you choose the best one for your needs? We have compiled a list of the 5 best recruiting software tools in 2023 based on their features, functionality, customer reviews, and major pros and cons. 
      Here are the 5 best recruiting software tools in 2023:
      1.JazzHR
      Originally founded in 2009, JazzHR is now a full-fledged ATS and recruiting software that helps small and medium-sized businesses streamline their hiring process. It offers unlimited users and jobs, a customizable workflow engine, and integrations with popular job boards and platforms. 
      A customizable workflow engine is its biggest USP. This means you can create different stages for each job, add tasks and reminders, automate emails and notifications, and track the progress of each candidate. You can also use scorecards and assessments to evaluate candidates objectively.

      JazzHR Candidate Screening Dashboard
      Some of the key workflows that JazzHR supports are:

      Job creation: Users can create jobs using templates or custom fields, add job descriptions and requirements, set compensation ranges and benefits, assign hiring managers and team members, etc
      Job posting: Users can post their jobs to 18 free job boards, share them on social media platforms such as Facebook, Twitter, LinkedIn, etc., and embed them on their career site or website. 
      Candidate sourcing: Users can source candidates from various channels, such as referrals, resume databases (such as ZipRecruiter), talent pools (such as Indeed Resume), etc.
      Candidate screening: Users can screen candidates using filters such as location, education level, and experience level. use knockout questions to eliminate unqualified candidates automatically, use scorecards and assessments to rank candidates based on skills and fit, etc.

      Custom Knockout Questions 
      All in all, ​​JazzHR is a simple hiring solution for small and medium-sized businesses that need to collaborate with multiple hiring managers or teams. However, it may not suit large enterprises or highly regulated businesses that require more advanced features, compliance, or support.
      Pros:

      The pricing plans are affordable, making JazzHR accessible to small and mid-sized companies.
      Since all their pricing plans allow unlimited candidates and users, you won’t have to shell out extra money to scale the recruitment process. 
      It offers social media recruiting, career site branding, reporting, and applicant tracking as some of its main features. 

      Cons:

      Some emails go to spam or get lost in transit.
      There is no way to highlight your posts on certain boards or customize the application questions’ wording.
      The software is feature-rich but buggy and slow at times.

      Pricing:
      JazzHR has three pricing editions: Hero, Plus, and Pro. Hero costs $49 per month and allows up to 3 open jobs. Plus costs $229 per month and allows up to 15 open jobs. Pro costs $359 per month and allows up to 50 open jobs.
      2. Recruitee

      Recruitee is another cloud-based collaborative hiring software that allows unlimited users and data for all plans, so you can involve your whole team in hiring without paying extra. 
      It also has a talent-sourcing Chrome extension that lets you import candidates from LinkedIn, GitHub, Dribbble, etc., directly into Recruitee. In addition, it has a social media connection feature that lets you post your jobs on multiple platforms, increasing your reach and visibility.

      Social media connection feature
      Some of the key workflows of Recruitee are:

      Customized pipelines: You can create customized pipelines for different roles or stages of hiring. You can drag and drop candidates along the pipeline, track their progress, schedule interviews, send feedback forms, etc.

      Drag and drop interface 

      Hiring team: You can invite your colleagues, managers, or external recruiters to join your hiring team. It also provides the ability to assign roles and permissions, share notes and tasks, and mention each other in comments.
      CareersHub: You can build a branded careers site using Recruitee’s templates or your own design. It will help you showcase your brand, culture & values, display your open jobs, and collect applications via forms or LinkedIn Easy Apply.

      While it’s a holistic recruitment platform, it may not be good for companies that need more advanced features, such as AI-powered matching or automated screening. Recruitee is more suitable for HR teams looking to scale their hiring activities. It’s especially suitable for companies that want to collaborate with their team members and external partners on hiring.
      Recently, Recruitee also launched a ReferralsHub feature that lets you create and manage employee referral programs within the platform.
      Pros:

      It offers a high degree of autonomy and independence for recruiters. This means that you can create your own pipelines, templates, and workflows without relying on external agencies or consultants. 
      It helps internal teams hire better together by assigning roles and tasks, allowing you to collaborate with your colleagues and stakeholders on hiring decisions. You can also assign specific people to review applications, conduct interviews, or give feedback.
      Recruitee provides marketplace access, where you can integrate with other tools such as video interviewing, assessments, background checks, etc., enhancing your hiring experience.

      Cons:

      The pricing is based on active jobs, which can be limiting for companies that have a lot of open positions but a low hiring volume.
      Recruitee can be relatively expensive compared to other recruitment tools in the market. 
      While Recruitee offers a range of templates and customization options, some users have found it to be limiting in terms of customizing fields and designing forms to fit their specific needs. 

      Pricing:
      Recruitee has three pricing plans: Launch ($224/month paid annually for 10 job slots), Scale ($399/month paid annually for 10 job slots), and Lead (custom pricing). All plans include basic recruitment features and a free trial for 18 days.
      3. Teamtailor 

      Teamtailor is a recruitment and employer branding platform that helps companies attract and hire talent. Initially founded in 2013 by three entrepreneurs who wanted to make recruitment more fun and human, Teamtailor has grown to serve over 7,000 organizations and 115,000 users worldwide. 
      What makes Teamtailor special is how it combines an applicant tracking system (ATS) with a career site builder and a social media integration tool. 

      Employee dashboard 
      Companies can create a customized and engaging online presence that showcases their culture, values, and opportunities. At the same time, they can grow their talent pool by reaching out to passive candidates on social media platforms, such as LinkedIn, Facebook, and Twitter.
      Here are some of its key features: 

      Custom Workflows: You can create different workflows for different roles or departments, and assign them to your job ads. Each workflow consists of stages that represent the progress of a candidate through the hiring process. 
      Automated Triggers: You can also add triggers to automate certain actions when a candidate reaches a certain stage. For example, you can send an email confirmation, request feedback from your team members, schedule an interview, or send data to another platform like intelliHR. Triggers help you save time and streamline your communication with candidates and colleagues.
      Requisition flows: Requisitions are requests for approval to create or publish a job ad. You can set up requisition flows to define who needs to approve a requisition before it goes live. You can have different requisition flows for different roles or departments, and assign them to your job ads. Requisitions help you ensure quality and compliance in your hiring process.

      Pros:

      Teamtailor is intuitive and easy to use, even for users without extensive technical knowledge. The software features a clean, modern interface and offers simple navigation, making it easy to access and manage your recruitment process.
      Teamtailor offers extensive integrations with other platforms you use for recruitment, such as LinkedIn, Indeed, Slack, Google Calendar, etc. Integrations help you expand your reach and functionality without leaving Teamtailor.
      You can set up custom workflows for your hiring process, enabling you to define interview questions, and set up scoring systems to evaluate candidates. This flexibility allows you to tailor the software to your specific hiring needs.

      Cons:

      Teamtailor’s pricing structure is based on the number of employees, which can add up quickly as your organization grows.
      It does not support multiple languages for the career site, making it unsuitable for many international companies.
      The reporting and analytics feature is not very robust or flexible. Some users wish they could export or customize their data more easily. They also find it hard to track some of their recruitment metrics or SLAs.

      Pricing:
      Teamtailor has a subscription-based pricing model that adapts to the size of your company. The starting price is $2400 per year, but you can request a custom quote from their website. They also offer a free trial for 14 days. 
      4. PinPoint

      Pinpoint is a talent acquisition software and modern applicant tracking software that helps companies attract, hire, and onboard top talent. The built-in recruitment marketing automation platform helps run programmatic recruitment campaigns that get smarter over time, using data from Pinpoint’s ATS.
      They also have a diversity dashboard that gives access to anonymized data and actionable insights, allowing you to measure and improve diversity across the hiring process.

      PinPoint dashboard
      Other key workflows that Pinpoint supports are:

      Creating and publishing job ads on multiple channels
      Building career sites that showcase the company culture and values
      Managing candidates through stages and pipelines
      Collaborating with hiring managers and team members
      Scheduling interviews and sending reminders
      Sending offer letters and contracts electronically
      Onboarding new hires with checklists and tasks

      They have also added new features such as video interviewing, automated screening, and candidate feedback surveys.
      Pros:

      Pinpoint has a developer-friendly API that allows users to integrate with other systems and customize their workflows.
      They offer unlimited support from their team of recruitment experts who can help with optimizing recruitment advertising, improving job descriptions, setting up integrations, and more.
      It has a powerful and flexible career site builder that allows users to create attractive and branded career pages without coding or design skills. 

      Cons:

      It is a relatively expensive solution that may not suit smaller or budget-conscious businesses. Users have to pay per month or per year based on their number of employees. 

      Pricing:
      Pinpoint has two different plans: Growth and Enterprise. 
      The Growth plan costs $600 per month when billed annually and offers unlimited active jobs, team members, corporate branding, a single-page careers website, and standard integrations. 
      The Enterprise plan costs $1200 per month when billed annually and offers everything in the Growth plan plus custom integrations, a dedicated account manager, advanced analytics, and more.
      5. Greenhouse
      Greenhouse is a hiring software that helps companies hire and onboard the right talent. It provides an ATS that allows users to customize their recruiting process, track candidates, collaborate with hiring teams, and measure their hiring performance. 
      The platform is especially known for its structured hiring approach that helps users define clear roles, create consistent interview plans, and collect structured feedback. It also boasts a large ecosystem of integrations with over 450 partners that enable users to build their own hiring tech stack.
      It doesn’t skimp on reporting either – with the ability to track key metrics such as time-to-hire, source-of-hire, candidate quality, and diversity.
      Some of its other key features include: 

      Greenhouse Inclusion: It helps reduce bias in the hiring process and promotes diversity and inclusion.
      Job creation: Users can create job posts using templates or custom fields, assign hiring teams, set up scorecards and interview kits, and publish jobs to various sources.
      Candidate management: Users can track candidates throughout the hiring process using stages and statuses, send email communications, schedule interviews, collect feedback forms, and make offers. 

      Despite all these offerings, Greenhouse may not be the best option for companies that have a limited budget or prefer simpler software. It’s a bit on the pricier side and requires a steeper learning curve. 
      Pros:

      It has a dedicated customer support team that provides training, best practices, and troubleshooting.
      Greenhouse integrates with over 300 third-party applications, including HRIS systems, assessment tools, background checks, and more.
      Greenhouse has a high customer satisfaction rating and a responsive support team.

      Cons:

      They aren’t upfront about their pricing, making it difficult to compare with other solutions. 
      It’s a bit complex to use for some users and requires training and support to get the most out of its features. Some users also report that the system can be slow or buggy at times.

      Pricing:
      Pricing plans aren’t available on their website. You can request a quote from Greenhouse by filling out a form on their website.
      Benefits of Using Recruiting Software
      Streamline the hiring process.
      Recruiting software automates the otherwise tedious tasks in the hiring process, including posting job ads, screening resumes, and scheduling interviews. This helps you (the recruiter) save time and focus on more human-centric tasks, such as building relationships with candidates.
      Take JazzHR’s hiring software, for instance. It streamlines the entire hiring process by automating job postings and offering custom career pages and a candidate database.

      Candidate Database
      Improve candidate experience.
      Just like recruiters, candidates also prefer a streamlined, user-friendly application process. Recruiting software can help provide that. By making it easy for candidates to apply and stay informed about their application status, recruiters can improve their candidate experience and enhance their employer brand.
      Reduce bias in hiring.
      Workplaces are sometimes rife with a biased hiring process. Luckily, recruiting software can help you reduce biases in hiring by standardizing the screening process and using data-driven methods to evaluate candidates. This ensures that all candidates get evaluated fairly and based on their qualifications rather than subjective factors like their name or appearance.
      For instance, TeamTailor’s anonymized screening feature masks candidates’ personal details during the initial screening process.
      Make data-driven hiring decisions:
      Recruiting platforms, more often than not, focus on gathering and analyzing data to facilitate the hiring process, allowing recruiters to make fair decisions and improve their recruitment strategies.
      Scale your hiring process:
      As your business grows, your hiring needs will likely become more complex and time-consuming. In that case, a recruiting tool can be your friend. These tools can help you scale your hiring process by automating tasks and providing tools to manage high volumes of applicants.
      For example, Greenhouse has a special feature, “structured hiring workflows,” that helps recruiters manage high volumes of applicants while maintaining consistency and quality.
      Key Features That Your Recruiting System Should Have

      Resume Parsing: Most often, recruiters spend 6-7 seconds reviewing a resume. This isn’t a lot of time, which places doubts on the efficacy of the entire process. Resume parsing – with its ability to extract relevant data from a candidate’s resume and automatically populate fields in the ATS – solves this problem by and large. 
      Job Posting and Distribution: A report by Content Stadium shows that for those recruitment teams who use social media as a communication channel, the top three platforms are LinkedIn (79%), Facebook (71%), and Instagram (45%). That’s a lot of back and forth. But recruiting tools with automated job posting and distribution make it easier to post job openings to multiple job boards and social media sites.
      Analytics and Reporting: Analytics and reporting help recruiters measure the effectiveness of their hiring process and make data-driven decisions. Make sure your software offers the ability to track and analyze recruiting metrics such as time-to-hire, cost-per-hire, and source of hire.
      Candidate Relationship Management (CRM): The recruiting CRM features allow recruiters to track and manage candidate interactions and communications throughout the hiring process.
      AI and Automation: Automation-based features allow recruiters to use artificial intelligence and automation to improve recruiting efficiency and accuracy. For example, AI screens resumes and identifies qualified candidates, while automation assists in scheduling interviews and sending follow-up emails. 

      Questions to Ask Vendors on Recruiting Software Demos
      When evaluating recruiting software vendors and attending demos, here are some questions to ask to ensure that you’re getting the information you need:

      Ask whether the software can parse resumes automatically. Don’t forget to ask about all the formats it can extract data from. For example, can it handle PDFs?
      Next, check whether the software automated the process of posting to multiple job boards and social media sites simultaneously. Also, can it track the source of candidates?
      The ability to create detailed analytics and reporting is another essential feature to consider. Make sure your recruiting platform can track metrics like time-to-hire, cost-per-hire, and source of hire. Also, can it provide insights into the effectiveness of the hiring process?
      What integrations does the software offer? The software should be able to integrate with your existing HR systems, such as ATS or HRIS. Otherwise, you might have a hard time streamlining the process. 
      Ask whether the software has features to handle candidate relationships. Can it track candidate interactions and communications? Can it send automated follow-up emails and reminders to potential candidates?
      Don’t forget about customer support! Ask whether they offer phone, email, or chat support. Is there a dedicated customer success manager?
      Many SaaS-based platforms have customized pricing plans. So, if the pricing is not available on their sites, ask about their pricing model. It’s also important to verify if the pricing is based on the number of employees, the number of job postings, or another factor. Also, are there any hidden fees or additional costs?
      What security measures does the software have in place? How is candidate data protected? Is your software GDPR or CCPA-compliant?

      In addition, ask them to share case studies or references from companies that have used your software. This will give you an idea about the effectiveness of the software and an inclination on the type of results you can expect.
      Recruiting Software FAQs
      What is recruiting software, and how does it work?
      Recruiting software, often synonymously used with applicant tracking software (ATS), is a type of software used by HR professionals and recruiters to manage the hiring process. These platforms often assist with resume parsing, job applications and distribution, candidate relationship management, and the like.
      How much does a typical recruiting software cost?
      Their cost can vary based on the number of users, the number of job postings, and the level of functionality. Some vendors offer pricing plans based on a monthly subscription fee, while others may charge per-user or per-posting fees.
      How does recruiting software handle candidate communication?
      Recruiting platforms usually offer candidate communication features like automated email reminders, scheduling tools, and messaging platforms. This can help keep candidates engaged and informed throughout the entire recruiting process.
      What security measures are in place to protect candidate data?
      Acclaimed recruiting software vendors usually protect candidate data with data encryption and multi-factor authentication. It’s also important to ensure that the software is GDPR or CCPA-compliant based on your company’s operating locations.
      How do I evaluate recruiting software vendors?
      When evaluating recruiting software vendors, it’s important to consider factors, such as the software’s functionality, integrations, customer support, pricing, and security measures. Demos and free trials can be helpful in assessing the software’s capabilities. Additionally, it can be useful to read customer reviews and case studies to gain insight into other users’ experiences.
      Pitfalls to Avoid When Buying Recruiting Software
      Here are some common pitfalls to avoid when buying recruiting software:

      Overlooking integration capabilities: Let’s say, as a company, you invest in recruiting software that does not integrate with your existing HR management system. This can lead to data duplication and inaccuracies, as well as inefficiencies in managing the hiring process.
      Ignoring user experience: It goes without saying that poor user experience can put off both recruiters and candidates. A difficult-to-navigate recruiting tool or one that takes too long to load might even discourage candidates from applying – resulting in a loss of potential top talent. 
      Focusing too much on price: While you obviously have to consider your budget, it’s equally important to balance cost with functionality and value. Opting for a cheaper software solution may result in a lack of features or insufficient customer support.
      Neglecting security and data privacy: Failing to prioritize candidate data security and privacy can lead to breaches and data loss, which can be costly and damaging to your company’s reputation.
      Not considering future needs: If you don’t invest in a recruiting tool with scalability options, you may need to switch to a new software solution in the future. This can be both time-consuming and costly.

      Choose Your Perfect Recruiting Solution!
      In conclusion, each of the top 5 recruiting software tools for 2023 offers unique features and benefits to help organizations streamline their hiring process.
      JazzHR is an affordable and user-friendly option, while Recruitee is ideal for organizations seeking a range of features. Teamtailor is a modern and customizable platform, while PinPoint offers a comprehensive recruiting solution. Greenhouse may be more expensive, but it offers a range of features and may be a good fit for medium-sized and large businesses.
      Ultimately, the best recruiting software tool for your organization will depend on your specific needs, so it’s important to evaluate each option carefully.
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      in Employer

      In it to Win It: How to Measure Recruitment ROI

      by

      About this eBook

      With job roles to fill, employers continue talent acquisition efforts to onboard the best talent. Because of the market, though, recruiting costs are a more significant concern than usual, when long hiring times can drive them up. Building sustainable hiring practices means lowering costs while maximizing returns. Look at what return on investment (ROI) means for recruitment and how organizations may leverage and measure it.

      What You’ll Learn

      How to develop recruiting as a business strategy

      Why you should calculate recruitment return on investment and how to do it (formulas included!)

      Steps to optimize the hiring process and ensure maximum returns More

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      in Talent Acquisition

      How to Recruit Successfully in a Stagnant Market

      by

      It has been a challenging few years for the recruitment sector, and it looks like things might get worse before they start getting better.
      Although employment rates have largely returned to pre-pandemic levels this year, the outlook for next year looks bleaker. Rising food and energy costs have exacerbated the cost-of-living crisis, and recent government budget U-turns have steepened inflation and sent the UK headfirst into another recession.
      As a result, sourcing and retaining talent is becoming increasingly complex. Recent reports suggest that the job market is experiencing a period of stagnation, with many companies forced to freeze hiring as they struggle to keep up with salary expectations.
      So, how can business leaders overcome economic uncertainty and achieve growth in this landscape? The solution lies in analyzing market trends and planning ahead to ensure every skills gap is covered as we enter the new year.
      Understanding job market stagnation
      In recruitment, market stagnation refers to a situation where job growth slows, output plateaus, and wage increases flatten, leaving candidates demanding more than employers can offer.
      Stagnation often follows a period of stunted economic growth, which we have experienced since the first coronavirus lockdown in 2020. The economy showed signs of recovery after the government eased restrictions. However, hiring activity is declining as rising costs and competition for staff cause employers to become more cautious about their hiring plans.
      The most recent KPMG and REC ‘UK Report on Jobs’ survey indicated that starting salary growth slipped to an 18-month low, permanent hiring has fallen for the first time in almost two years, and temporary billings have stagnated. Hiring intentions have increased, but recent reports suggest that business confidence in the UK’s economy has turned negative due to worries over labor shortages, political disruption, and inflation.
      Consequently, recruiting and retaining staff in the current economic climate is becoming more challenging. People are less likely to change jobs for the same or less than they are currently earning, with candidates that are going to market upping their salaries by as much as 30%.
      Equally, in today’s turbulent market, workers may stay put rather than move in anticipation of further economic instability. So, unless hiring managers include adequate long-term budgets for staff increases at the start of the financial year, they will likely feel the sting of stagnation as we head into a new year.
      As a result, employers must assess their hiring needs sooner rather than later to avoid facing a scenario where they are desperate to fill a role but lack the funding and resources to present their top candidate with an enticing job offer.
      Taking a proactive recruitment approach
      It is easy to grow complacent when things seem to go smoothly in the short term. But if we have learned anything from recent disruptions, it is just how quickly things can change.
      Candidates still drive the job market, so companies have their work cut out to attract and retain workers. Business moves fast in the modern world, and employers must always stay one step ahead of their staffing needs.
      To successfully overcome existing and upcoming recruitment challenges, hiring managers must focus on improving the most critical areas of the recruitment process.
      Review benefits packages
      Before embarking on a hiring drive, which can often prove expensive and time-consuming, companies must assess market trends to ensure they can make a competitive offer and fulfill regular pay rises in line with industry expectations.
      The same goes for existing employees. By investing in reward schemes, training, and bonuses, hiring managers can fill skills gaps from the inside and boost retention, reducing the pressure to keep recruiting more staff.
      Focus on diversity and inclusion
      Diversity and inclusion policies (or lack thereof) hold great sway over today’s workforce, playing an integral role in progressive employee value propositions — the way that employers attract and engage desirable employees.
      Highlighting issues and opportunities within this business area is a vital part of social responsibility for modern organizations. Plus, nurturing an inclusive, culture-focused workplace will invite interest from a wider pool of candidates, increasing the likelihood of hiring success and retention.
      Enlist professional support
      Meeting candidate expectations for salary, bonuses, and benefits has always been important. It is now non-negotiable, as market stagnation threatens to impact companies’ bottom lines.
      Enlisting the support of a third-party recruitment team ensures someone is continuously monitoring the job market, conducting accurate budget assessments, and overseeing the entire recruitment process. With these tasks taken care of, business leaders can turn their focus from merely staying afloat to generating long-term growth amidst economic uncertainty.
      By Julie Mott, managing director of Howett Thorpe.
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      in Talent Acquisition

      “Buckle Up and Ride the Economic Storm” Says Veteran Recruiter 

      by

      As the UK heads towards yet another recession, the common mistakes business leaders make are the knee-jerk reactions of lowering headcount, freezing hiring, and sticking our heads in the sand when it comes to finances. All of which are a sure way to hinder future business growth and undermine overarching business goals. Of course, human beings’ fight or flight mode exists for survival reasons, but these tactics are a very temporary fix to a very long-term problem.
      While we are all guilty of receding to our safe place in times of trouble, business leaders should be buckling up to ride the economic storm to the best of their abilities, with the ultimate aim of coming out the other side ahead of competitors.
      Protect your assets
      While it may be tempting to knee-jerk into headcount reduction during tough economic times – especially with inflation hitting a 40-year high at 9.1 percent – this may end up being more damaging to businesses in the long run.
      Now more than ever, employers should be doing all they can to protect their most valuable assets – their staff. History has taught us time and time again that those who recognize this will be the ones who benefit later down the line. As the market recovered from the 2008 crash, reports showed employees felt their employers had ‘lost sight’ of the support they needed and subsequently, left en masse once things improved.
      Don’t let your talent pipelines dry out
      Staff retention should be a priority during rocky times but hiring managers should be seizing the opportunity to look for talent while the rest of the competition’s heads are down. Ensure that your job adverts are appealing to the correct audience, put some money behind LinkedIn advertising or use the services of a recruitment partner.
      Anything that you can do to raise the profile of your business, communicate your messages with your networks and demonstrate yourselves as an attractive employment prospect, will be crucial to future-proofing your business. It may seem counterintuitive now, but when your competitors are clutching at straws on the rebound, you’ll be thriving.
      Mind out for salary inflation
      The cost-of-living crisis’ grip is tightening, and as such, it may be tempting to raise pay for your staff to offset costs. Triggering a ‘wage-price spiral’ should be approached with caution, as inflationary pay rises are inflationary in itself – and companies will only raise consumer prices further – becoming a vicious cycle we may never venture out of.
      The recent news of management consultant giant PwC announcing a 9 percent pay rise for thousands of staff to offset the costs of living is setting a dangerous precedent. A popular move with staff, of course, but once other businesses follow suit there’s no sight at the end of the tunnel. PwC may well have the best intentions at heart (although remember they are also fighting in the war for talent), but it is a major player, and where it leads, others are sure to follow.
      Understand your finances
      Ensuring that you fully understand your income and expenditure is crucial to remaining in control. In a recession, remember that cash is king. Watch costs like a hawk and ensure that your business has sufficient liquidity to operate for longer than you would expect in normal times.
      The challenge during a recession is always to balance your costs and revenue to ensure that you can still generate profit as well as nurture and protect your valued clients and staff. This may require looking at different outlets for your products or services or mining existing relationships more intelligently (more likely a combination of both).
      What’s next?
      While it’s difficult to predict what the next six months have in store for us, especially with the ever-unstable government, there are already signs in the US that inflationary pressures are beginning to ease. One might expect a leveling off or even the beginning of a decline in inflation in the last quarter of this year.
      Of course, nothing about this economy and the job market is easy. The financial challenges are completely new to some, and ‘yet another hurdle’ for others, but the strategy remains the same. Be cautious but buckle up for the long term. The last thing you want is to emerge from your bunker in six months’ time to find your business landscape decimated.
      If the last two years have taught us anything it’s that we can be agile in the face of uncertainty but also that risks may be well worth taking. After all, it should be a walk in the park compared to navigating through the uncertainties of the pandemic.
      By: Dominic Wade, co-founder of specialist HR and Finance & Accountancy recruitment firm, Wade Macdonald. He founded the firm in the early 90s and since has weathered three financial crises and a pandemic. 
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      in Talent Acquisition

      Ageism in Recruitment: Why We Need to Change the Way We Think

      by

      While both older and younger generations have suffered the effects of ageism in the workplace, those that sit within older age groups seem to have borne the brunt of this harmful way of thinking in recent years.
      The ageism trend has only been accelerated by the repercussions of Covid-19. After the pandemic, Baby Boomers and a significant portion of Gen X took early retirement, deciding against returning to full-time work due to the shortage of opportunities available to them.
      With individuals over 50 leaving work due to lack of support having been identified as the biggest cause for labour shortage across the UK, ageism has the potential to have a detrimental impact that extends far beyond the damage to individuals and businesses.
      The issues with recruitment in the UK
      Hiring managers’ bias towards employing older individuals has been known to be one of the main causes of ageism within recruitment, and with only 24% of HR leaders between the ages of 25 and 30 saying they felt motivated to recruit workers in the 55 to 75 age category, younger generations’ preconceptions seem to be one of the main problems.
      The new generations’ bias is causing them to miss out on the plethora of benefits that working hand-in-hand with people of different ages can have, but also contributing to existing issues within the recruitment industry.
      The recruitment crisis is still rampant in the UK, as the number of unfilled positions has risen to a new record of 1,300,000 between March and May 2022, up from 1.295,000 in the February and April quarter.
      And retention is a problem too, with figures revealing that around 994,000 individuals moved jobs between January and March 2022 in the UK. This shows that businesses are not putting enough effort into retaining their workforce, making them feel valued and presenting them with a path for future progression.
      Additionally, if we are only willing to offer employment to the younger generations, older age groups will naturally feel there are no longer any opportunities available to them, opting for early retirement instead, which is likely to cause the recruitment crisis to become worse in the next few years.
      Why are current recruitment practices not working?
      The implications of ageist hiring practices are multi-faceted, but their effects have undoubtedly been felt by many job seekers within older age groups.
      A research project investigating ageism in recruitment in the UK revealed that around 30% of individuals between the ages of 50 and 69 felt the application process itself put them at a disadvantage because of their age, while around 23% of those who participated said that it is the way that job adverts are written and marketed that is particularly problematic.
      These findings provide interesting food for thought for recruiters: biased screening processes and job descriptions could easily put off certain individuals from applying for a job, causing businesses to lose a potentially perfect candidate. For instance, hiring processes that are entirely digital or that require the use technology older individuals may not be familiar with would naturally penalise older applicants.
      Evaluating the efficacy of their recruitment practices should be the first step for hiring managers and talent acquisition teams, particularly establishing whether these include any elements or processes that would ostracise certain individuals.
      What’s the answer?
      If an organisation has built teams predominantly comprising younger individuals, they should consider asking themselves whether they have – consciously or subconsciously – avoided hiring those within older age groups, and why.
      While having three or four different generations within the workplace may potentially lead to some minor generational clashes, it also has the potential to be beneficial for all age groups, which is why businesses should empower individuals of different ages to work together.
      This should involve utilising behavioural science to identify key traits in individuals to establish whether they will be able to work well together, regardless of age. Knowing exactly how workers collaborate with other individuals, manage stress or react to change are all factors that can help hiring managers make the right decisions and avoid age bias.
      Hiring managers should first and foremost establish what individuals’ abilities are, how they behave in different situations and what sets them in motion. While there is no one answer for every business, our focus should be on making hiring practices as inclusive as possible, which starts with making decisions based on data and focusing on skills and qualities that truly matter.
      Ultimately, biased hiring practices are exacerbating the labour shortage and causing businesses to miss out on a huge portion of talented workers capable of really making a difference.
      By David Bernard, founder and CEO of behavioural assessment firm AssessFirst.
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