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.
Hiring mistakes can cost your company time and money in lost productivity. Having a qualified talent manager is key to avoiding snarls that could result in a lawsuit.
I can remember when I first got into the recruiting game hearing about special training sessions being run for ‘experienced perm consultants only’; or perhaps for those consultants considering a move into the Executive Search space.
Every few weeks a group of carefully selected consultants (who had received the exclusive invitation to attend the workshop) would disappear into the boardroom at lunchtime for what appeared to be some kind of ‘initiation’ or ‘right of passage’.
I’m sure we all have a few “life lessons” that we have learned or picked up along the way that, for whatever reason, have made a particularly strong impression.
When I was in 1st grade I distinctly remember Mrs McIntyre telling us that it was rude to point at other people when you spoke to them. Sitting there in front of her on the “mat” we must have all looked a bit puzzled, because she then said, “When you point at someone you still have three fingers pointing right back at you anyway”.
I can picture you all testing Mrs McIntyre’s theory right now …
Then nearly 20 years later, during the first week of my induction into the recruitment industry, Carla the trainer said, “Just remember… when it comes to working with clients and candidates you can never assume”.
Although we weren’t sitting in front of her on a mat, some of us must have still looked a bit puzzled, because she then wrote in big letters on the flip chart paper “because it makes an Ass out of U and Me” and underlined the letters making up the word “assume” in different coloured markers.
Isn’t it strange the lessons we choose to recall …
Even in the last three weeks I’ve already found myself having a few “Carla and her coloured markers” flashbacks while speaking to a handful of clients and recruiters.
She was right. When it comes to dealing with our clients, as recruiters we can never ever assume.
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.
Many years ago I was sent along to an external training course. A group of us had supposedly been identified as ‘rising stars’ and the seminar was going to help us reach our career goals.
“How to be a Successful Salesperson and Still Deliver First Class Customer Service”.
This was going to be my career game changer?
In his introduction, I remember the facilitator saying how incredibly stressful it is to work in sales if you really want to look after your customers. How tough it is to juggle all those accounts; to keep all those balls in the air; to be chasing the next big deal while not letting a smaller customer slip away; oh the pressure of it all …
When it comes to hiring new employees, it’s easy to end up making snap decisions, especially when you’re pressed for time. Met someone who can hold a proper conversation and got dazzling grades in college? Hired! A colleague put in a good word for them? Hired!
If this sounds like something you’d do, then you need a change of perspective. Hiring recklessly and without careful thought only promises you a world of trouble.
But fear not—these mistakes can be easily avoided. Here are the six most common hiring mistakes and how you can avoid them:
It isn’t easy giving candidates feedback after an interview, especially if they didn’t get the job. But it’s important to know that the way in which you deliver the news can define a company’s professionalism.