Author: UnitedHR

How to Find a Balance Between AI and Humans in Recruitment

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Unsurprisingly, this idea has seemingly become the lynchpin of the sales pitch for more than a few HR technology companies, a never-ending stream of dialogue surrounding the benefits of “removing the human element” from recruiting, interviewing, hiring, onboarding, and training. The list goes on and on.

With this emerging trend that seems to be resonating well within the recruiting industry, it is time for a rethink. In theory, the concept makes sense: reduce manual time spent on low-value processes and increase time and attention on the strategic. Using technology is also helping reduce bias in recruiting. For example, tools we have at our disposal can “de-bias” job postings and that’s the right thing to do.

But speed should be the main criteria that technology tools offer to a recruiter. This point has been used by a growing number of vendors to sell the notion that technology (and eventual dehumanization) is the only way to make a valid decision in recruitment.

Here are three points these vendors need to consider:

1.They misunderstand the demands of today’s workforce

We use new tech to become more in touch with present-day job seekers and new hires. Of course, tech-savviness is a must-have for any recruiter today. But the problem is that there is something “experts” proposing the elimination of the human element in favour of speed fail to get. They fail to understand the most basic needs and desires of the millennials and, arguably, those of candidates in general.

While it is true that the emerging workforce is very reliant on social media and instant communications, with many preferring electronic communication over face-to-face, the concept of removing the human element seems to be looking only at the “instant” and completely ignoring the “communication”.

With all these advances in recruitment AI, tools and tech, we are tempted to focus only on speed and neglect candidate experience. We forget that real communication is the benchmark of quality candidate experience.

Imagine the frustration a candidate would experience repeatedly getting the same spammed messages from a recruiter with the same message sent to another ten recruiters before because they are using the same software that generates templates for every candidate. Why would anyone want to dehumanize the recruiting process and candidate experience?

Yes, today’s candidates want an instant response, but remember they expect communication to be a two-way thing. Regardless of the medium being used, there is always dialogue. There is back-and-forth with a living, breathing human.

That human may not be sitting across the table from them, but it would be a huge mistake to assume that any candidate would prefer instant one-size-fits-all generic email in lieu of customized responses. At the very least, your automated responses should be written with the recruiter’s tone of voice and company brand in mind with human strategizing in the content.

Yes, the A.I. and chatbots will bring benefits to our lives, but so far the technology is still new and not perfect by any means.

Communication with Chatbot (just an example)

Bot: Welcome, I am Alex, chatbot of company Acme. How can I help you?

Me: Can you give me the name of the recruiter responsible for the Hiring Manager role at SF?

Bot: I am sorry, I don’t understand. Can you rephrase your question?

Me: Can you give me the contact details for the recruitment team at your company?

Bot: I am sorry, I don’t understand. Can you rephrase your question?

Me: Can you tell me what the company’s EVP is?

Bot: I am sorry, I don’t understand. Can you rephrase your question?

Not the right candidate experience that I was looking for.

2.  They forget that emotional intelligence is still of the utmost importance
One stressful aspect for recruiters in the hiring process is planning the interview. In a positive light, there are a number of great tools out there that are fantastic for arming recruiters with additional information and insight as they are walking into an interview. These tools range in function from providing poignant (legally vetted) interview questions to helping understand what specific body language means. The A.I. behind is able to evaluate candidates and prepare a report for the recruiter.

However, what these technologies should not do is to solely dictate who does or does not get a job without a human appraisal. Solely entrusting a computer as the ultimate decision authority on a candidate’s ability to perform their job ignores the fact that, to date, there is no software in the world that can reliably measure, judge or understand human emotional intelligence. Maybe you are going to tell me that recruiters will never only trust the decision of some program. But, in reality, many people believe the fake news, just because they are too lazy to double-check facts.

Attempting to utilize currently existing technology in this function would be a vast waste of resources and offer no guaranteed results. The solutions we use today must provide guidance on the interview process and act as what they are—a tool for screening to help guide effective hiring decisions.

3. They still carry a false illusion of speed
Nowadays, recruiters, even well-meaning ones, get a bad name. It has reached a point where speed is more important than the accuracy and hard work. Spammy inmails and a lack of respect for job seekers and candidates have become the order of the day. Accompanied by the diseases of ineffective following up and biases like ageism, job seekers form negative opinions of the recruitment process.

But we can’t totally blame the recruiters here. When they move too fast, they make mistakes. They know that being the first to approach a candidate and present an offer is important. Being the second will not count as a hire in their KPIs. Many new tools were bought just to support the illusion of speed. In reality, they could quickly find the candidate, schedule the interview, but in many cases, the hiring manager will say to the recruiter the magical sentence, “Good candidate, but I would like to see one more.”

Speed is important, but sometimes it does not go hand in hand with a good candidate experience. Even with all the technology that recruiters have at their disposal they still treat candidates poorly. They do nothing more than run a resume through a software program looking for the right keywords matching the requirements of their open roles. And what surprises me is that, with all the cool ATS that companies are using, they are unable to send every candidate that applied a rejection email after they close the role. Tools are only as good as the people who are using them.

A call for change

Chatbot
I know that it looks like I am against A.I., but the opposite is true. I am big A.I. fan, I also built few chatbots. I just want to point out that we are focusing our attention on that technology with the hope that it will solve our problems. But people are missing the point that these tools are only there to help us, not to fix all problems that a company has. The best A.I. or chatbot on the planet will not fix toxic company culture.

Of course, we use cutting-edge tools to streamline our recruiting processes, greatly easing those complex legal/compliance issues. Additionally, technology will be of immense help in attracting great candidates and narrow down the applicant pool to the candidate with the best job fit. But if you are planning to create a bias-free recruiting process, the tools can only help you to solve one part of the equation. The second part, which is more important, is to create a culture that encourages leaders and hiring managers to recognize their own unconscious biases and foster an inclusive environment.

Most importantly, we should not forget the importance of basic human interaction and emotional intelligence. And as we continue to incorporate more innovative technologies to enhance human interactions and candidate experience, let’s keep in mind that it’s a delicate balance to achieve.

Recruiting The Right FIT- A Serious Challenge

An organization or institution functioning, majorly depends on the workforce it appoints. The employees are an integral part of the organization and in a way represent or are the BRAND AMBASSADOR’s of the organization. Employees are needed not only to boost up the productivity of the firm but also to maintain the standard and quality of the institution. The ideas and the principles of a company can only be successfully implemented if zealous and hardworking workers are appointed whose thinking is  in the line with the company’s vision. That is why it is very important to match the ideologies of both the parties i.e an Employer and an Employee.

Recruiting The Right FIT

Hiring Managers face difficulties to find the right candidate for the right job. The situation is applicable to other side of the fence also, as a candidate also finds it difficult to find a work place he/she desires.  Below are some of the reasons which attribute to above situation:-

Firstly,  In this digital world, for a single position, employers receive n number of applications, however most of them are irrelevant. To choose the right candidate from large number of applications has really become a mammoth task for the companies. That is why sometimes they are compelled to follow the short cut way to find the employees. They tend to pick up the Cheapest or the Earliest person coming their way.

Secondly, in many instances, the employers are reluctant to recruit New/fresh employees into their firms. Due to this, stagnation occurs inside the company and the productivity curve is affected. The Fresh incumbents get frustrated as there are very few Pickers for them.

Thirdly, the companies face serious challenges to find/replace employees holding Key Positions in the Company. The institution which excels in their field is very punctilious about their Strategy Makers because the master plans of the strategies are conceived by them. The Innovators / Strategist are the feather of the institution’s cap.

Fourthly, shortage of funds has become serious issue for affording the pertinent employee. Due to this insufficiency, the companies have to compromise with their desire and capabilities. On the other hand from the employee’s view point, it is quite natural about the inclination to  higher pay packages. Due to this a major disparity arises between the companies which can afford higher salaries and who cannot.

Although there are several hurdles with reference to appointing the right candidate for the right post, however the task is not unattainable. The Human Resource department should think through before offering any position to a candidate.  The right candidate for the right job can be achieved through skilful recruiters, who can survey the markets and the necessities with their experiences and make the best out of their employees. The technology friendly atmosphere, adequate salaries helps to nourish the employees and inspire them to achieve the desired goal.

How To Increase Retention With Workplace Aura

One of the most important aspects of employee retention is providing a comfortable work environment and culture. The employees should feel safe and comfortable in their workplace. No one wants to walk into a room and feel uncomfortable every day. This can be accomplished by making the workplace personal and welcoming. It is important that the office is well-lit and properly ventilated. Designing a comfortable work environment is about aesthetics; careful attention to its design can boost the employee happiness. The office culture should match the industry.

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Entrepreneurs recommend that the employees should be offered skill enhancement training. The changes in employment laws, latest technologies and new selling techniques are some of the reasons to keep the permanent employees in the loop. Seminars and classes provide training to the employees about the updated techniques. Computerized training, DVDs, books, articles, audiotapes and pamphlets also help in acquiring the desired knowledge. Reviews or evaluations help in assessing the employee performance and their enthusiasm towards the goals set by the company.

A lot about the employees can be known only by listening to them. They may have interesting ideas or business plans that can be implemented which will make them feel like they are also a part of the entire business process. Anyone can spare a few minutes from their busy schedules to find out what is going on with the employees professional and personal lives. Recognizing the accomplishments of the employees is most important. Awarding a prize or praising employees for their performance is one of the most effective ways to make them feel appreciated, which will make them want to stay in the company for a longer time.

Offering a competitive salary package helps in keeping the employees happy and satisfied. The salaries are based on employee skill, experience, work seniority and demand. However, high salary is not always the only deciding factor about employees seeking employment elsewhere. There are other benefits that they often look for like health insurance, life insurance or a retirement-savings plan and these are essential in retaining employees.

Constructive fun like innovative workshops, quiz/other contests and party games in an inclusive environment removes pressure from a hierarchal workplace. Everyone is able to decompress, have fun, share their stories, and work together while becoming closer as a unit. Most of the skills that are needed in the employees cannot be effectively retained and implemented without repetition and practice.  Retaining employees is as important as maintaining the bottom line or increasing scope of influence because workforce represents the essence of a business regardless of the specific niche, or industry.

Hence do take good care of your Most Important M (men).

Success And Productivity Are Closely Related

An organization’s culture is determined by its beliefs and comprises of everything it does. It not only affects the way in which the organization is managed but also the manner in which it processes the products and provides services to the customers. Work culture is continuously subject to change and is very fragile. When the culture of an organization is spoken of, the behaviour patterns of the employees and their standards that bind it together are usually referred. Actions speak louder than words and the behaviour patterns of employees are most strongly influenced by the leaders of the organization.

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Productivity is closely related to the culture of an organization and the habits of the employees. There are more than 7 billion people on Earth, so there is no chance that a single model can suit everyone but there are methods that work for the majority of people. In the past, women would spend a lot of time in the kitchen trying to make dinner. They had to do everything manually while today a number of tools are used such as mixer, blender and dishwasher. These electrical appliances have decreased the time for cooking while the productivity has increased. This is a life hack which implies that it is better to benefit from the progress made and utilize the right tools to master the performance.

Productivity is the technique of getting the company’s products and services to the customer with the best quality and at the lowest possible cost. It involves customer needs and labour relations. Good management plays an important role in productivity which leads to the success of a company. If the management is to transform the work climate into an ever-lasting culture for success, it should focus on the various areas of improvement such as decision-making structure, organizational clarity, Human Resource development and relationship of the Management to culture.

The goals and plans of the organization should be perceived by the members in order to achieve success. The main purpose of the structure is to initiate decision making and facilitate the ideas into reality. Corporate culture emerges from the top and hence the top management’s responsibility is to recruit, train and teach managers well so that they, in turn, provide role models for the employees who are in their charge. The manner, in which these managers behave, the way they lead and think, sets a climate and eventually a culture for success.

If the combination of capital, values, beliefs, creativity, and human resource management of an organization is not success oriented, then the outcome will be a failure. The quality of products and quality service influence a company’s cultural values. The production practices and products reflect the creativeness and innovation. A successful company always treats its people with dignity and respect. Successful companies follow the basic values and beliefs. Providing top quality products or services virtually affects every function of these companies and they hold this belief that it is essential to achieve excellence. They are responsive to the customer needs and guidelines are established that provide regular feedback and coaching by the supervisors. These companies have frequent open communications and a feeling of informality. They emphasize on a go-with-the-flow attitude.

Tips on how to recruit employees fitting the company culture

Recruitment is not just to expand a firm’s work force but to increase the proficiency of the firm altogether. Many make a common mistake of judging people by their curriculum vitae and skill sets while overlooking their temperament and character. This often causes workplace tension and results in decline in moral among the work force. The process of recruitment is not just interviewing and selecting the candidates. Just asking some questions randomly or according to the candidate’s curriculum vitae will just not make the cut. Reason is that the candidates may answer it accurately but it will not give you a clear picture of their temperament and mindset. To judge whether a candidate is fit for the culture of your company or not, can be found out by following some interview tips and tricks. Such few pointers are discussed below on how to choose a candidate fitting your company’s culture.

Recruit Employees Fitting The Company Culture

  • The candidates must previous experiences

The candidates must be asked about their previous experiences for a good start as an interviewer, you could always ask the candidates about their past working experiences. This will give him an opportunity to Speak, and for you to judge him, from whatever he speaks. As the candidate enumerates his/her past experiences, many things can be noted from that. For eg , his/her communication skills, Flow of the thought process, his/her abilities to handle things. Further, this can be elaborated by asking, his/her achievements/failures in various jobs. At the back end Interviewer can analyse, how similar or different are these things as compared to the Employer Company.

  • Ask reasons for a “Change”

The reasons of the incumbent, for looking for a Change should always be explored. This will give the Interviewer an insight on, what is it that is hurting/itching the candidate. And whether the same/similar parameters exist in your company. In case such conditions, for which the candidate is running from, are existing in your company also, then the chances of his surviving with your company are less. If so please clarify this point at that time itself, so that if he joins, he knows about these parameters. If the candidate’s reasons for a change are satisfied, then chances of his sticking to your company long term are good.

  • Sceptical approach

Sceptical approach on candidates’ answers is a must The aforesaid point may sometime backfire your true intentions as some sly candidates may grab hold of this opportunity and exaggerate the minor difficulties that they face in their current employment, with an overreacting tendency. These candidates may be weeded out by sceptical questionnaire from your front. This kind of interrogative interview from you & other interviewers would create a pressure on these candidates and would reveal their folly. These candidates treat discipline and deadlines as difficulties which is definitely a pre-requisite for any office work culture.

  • The diligence of the candidates

The above points unfolds the fact that whether the candidates have faced difficult work place experience or not. If the answer is yes then the question that comes up is how the candidate coped up with that situation. Here is where you would get a complete mind set analysis of the candidates. If you get the hint that the candidates have persevered through the tough times all while trying to uphold the moral of the team and deliver the project then the candidates would be a better fit than candidates who have bailed themselves out in such times.

  • The candidates educate

It is mandatory to let the candidates educate about your firm’s work culture after the conclusion of the interview session you must educate the candidates about the code of conduct, ethics and ambience of your firm. These know how must be handed to the candidates in written document of articles and acknowledgement. Well, the document must be served only if the selection is penultimate. Candidates choosing to abide the term of your company will definitely fit its culture.

Wishing you All the Best for a Successful Recruitment.