For the results of the business and the job satisfaction of your people, ongoing training and development is absolutely essential. People need training to perform, thrive and succeed. But that doesn’t mean people will see the value of training for themselves – or look forward to the prospect of yet another course.
Artificial intelligence (AI) has been making waves in the world of talent recruitment and human resources (HR) since 2017. The optimism of AI in HR is shared by 96% of senior HR professionals who believe AI has the capacity to improve talent recruitment. Needless to say, AI’s prevalence spans beyond the human resources industry, it’s also the talk of the town in industries such as manufacturing.
Whether we’re keen on embracing technological progress or not, AI is set to transform talent acquisition processes as we know it. In 2017, Ideal reported that 13% of HR managers regularly utilise AI in their line of work; 55% of them are noticing patterns of AI being incorporated daily in the next five years. With these hopeful projections, there are four AI-attributed capacities that will demonstrate how digital intelligence can benefit your future talent recruitment processes.
Remote work is on the rise thanks to the wide range of benefits it offers to both employers and employees. The evidence is clear that remote workers on the whole are happier, healthier and more productive than their office-bound counterparts. In the digital age, it is also becoming easier than ever to start and run your own home-based business.
Successful home-based businesses will eventually need employees, however, and recruiting for a client who’s running a home-based business can be a challenge.
A lot has changed in the last decade. Thanks to technology, many industries have been affected tremendously; some are destroyed, some have grown, some have become obsolete and some have completely transformed.
Many thought that the rise in technology would spell doom for the recruitment industry, but it has actually helped it to grow from strength to strength. Let’s have a look at how the industry transformed itself to accommodate the change.
A few years ago when I was running a recruitment business in Hong Kong the server went down unexpectedly one morning. I remember watching as many of my team immediately began packing up their stuff and heading for the door like it was the end of the day.
“Where’s everyone going?”, I asked casually as the stampede gathered around me as if there had been a fire evacuation.
“There’s no connection so we can’t work”, one of them replied.
“There’s absolutely no point just sitting around without Internet access”, somebody else chimed in, rallying the troops to all bail out with her.
If I’d had a whistle I would have blown it like a coach summoning the team back in off the field.
But I didn’t have a whistle so I just asked everyone to head straight back to their desks.
I suddenly realised that I had a team of supposedly experienced recruiters who actually believed they couldn’t work just because we’d temporarily lost our access to the Internet.
It was time for some basic Recruitment Training 101.
If you’ve created a blog, odds are that you want someone to read it. Whether you’re posting a job or discussing politics, business, or fashion, there’s an audience out there you want to reach.
One of the best ways to start reaching your audience is by optimizing your blog so that it’s more search engine friendly. Focusing on search engine optimization can help you reach a larger audience than just word of mouth alone. Here’s how you can do that.
The older generation often complains that youth of today spend a lot of their time on their phones. That should be a clue to you. If younger generations are spending time on their phones, then your efforts should go towards getting yourself and your company onto that platform whenever possible. If your company is looking to hire fresh, young talent, then you need to start recruiting with text messages.
No matter the size or stage your recruitment business is currently at, having recruiters, especially your top performers leave you, is just bad for business. If you want to improve the sale value of your recruitment business, retaining your top performing staff is essential.
Research shows that a high staff turnover rate can cost you at least “twice an employee’s salary to find and train a replacement.” Not only are there financial repercussions, but losing your best performers can also lower the knowledge base in your company as well as decrease team performance and morale, including your own.
Retaining good employees is crucial to the success of any recruitment business.
Sure, but how do you actually do that?
Numerous companies have access to a considerable amount of various sensitive data. This requires them to take adequate steps to prevent that information from falling into the wrong hands. This is especially true when it comes to recruiters who often handle a considerable amount of personal information of various individuals.
The General Data Protection Regulation (GDPR) is coming into force as of 25th May 2018 and with it comes a plethora of changes as to how data is gained, handled, stored, and deleted. This article will give you a good overview of how GDPR for recruitment agencies can be handled.
GDPR is a new piece of EU legislation which replaces the current Data Protection Act and looks to bring together data regulations within the EU by giving consumers greater control over their personal information.
If you are based in Europe or have clients or process data from EU citizens, then you will need to comply with these new regulations. Despite being an EU initiative, on-going Brexit negotiations will not stop this legislation being introduced in the United Kingdom.