Remove Candidate Experience Remove Energy Remove Interviews Remove Screening

Essentials to Finding and Filling the Holes in Your Candidate Experience

ClearCompany Recruiting

While this creates a competitive challenge, it also brings us an opportunity to better our candidate experience. Think about the last time you gave your candidate experience a jolt of energy. Learn more about increasing candidate flow with these 5 proven strategies.

Grocery Shopping and the Candidate Experience


One question we often get when talking to prospects about our online interview platform is, “Is a digital interview too brief to give a good candidate experience?”. Before we get into the answer, I want to be clear that we do not believe a good candidate experience is something that can be purchased, and we aren’t alone. The Whole Foods Market and Trader Joe’s Experience. This very brief interaction is a lot like taking an online interview.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

How to Create a Positive Candidate Experience

Glassdoor for Employers

It’s no secret candidates today are making career decisions with an increasingly discerning, consumer-like mindset. With power shifting away from the employer to the candidate, competition for talent is fiercer than ever. Treat the interview process as an extension of your culture.

Voice technology is set to revolutionise candidate experience

BroadBean Technology

Candidate experience continues to top the recruitment agenda. Now is the time to exercise out-of-the-box thinking; stand out from competitors and respond to the needs of the candidate. In a world becoming increasingly reliant on screens, voice is a welcomed detox.

If You Build It They Will Come: Are You Creating a Good Candidate Experience?


As an agency recruiter, you’ve worked as a middleman between your clients and the candidates they need. On the other side, candidates are worried that they won’t be able to find the next step in their career. More importantly, you are also a partner to the candidates you place.

Candidate Experience Part III – Tools

Great Hires

In the first two articles of this series we discussed the role of people and process in the success of the candidate experience. This article is intended to provide a framework for how to think about the tools you use to enhance your candidate experience.

Must-Ask Interview Questions for Hiring Healthcare Professionals

Glassdoor for Employers

Questioning a candidate in a way that unearths genuine interest in and ability to handle the nuances of a role requires a strategic approach. Artfully articulated and layered questions help to peel back the layers of a candidate’s past and illuminate how the past mirrors target requirements.

5 Tips To Create A Winning Candidate Experience

Proactive Talent

Did you know 42% of job applicants who had a negative candidate experience say they would never apply to that company again? 78% say they would share their bad candidate experience with their network. 34% of candidates would even publicly share their negative experience on social media for the entire world to see. If you do it right, a positive candidate experience may be the differentiator for top talent to choose your company over your competitors.

The recruitment process: 10 things you need to master to succeed


We’d love to tell you that the recruitment process is as simple as posting a job and then choosing the best among the candidates who flow right in. Attract the best candidates – and more of them, too. Recruitment Marketing – find and attract better candidates. passive candidates.

5 Reasons Why One Way Video Interviewing is an Effective Tool

Spark Hire

This blog responds to the following Quora question : Scheduling multiple interviews at a time is challenging enough. The customer acquisition marketing business faced a large number of applicants, and the recruiting team individually screened every single candidate.

Video 115

HR Tech Trends In 2019


Have you been wondering which HR Tech trends to focus your energy on? Experience of your people. Now think about scheduling interviews, rescheduling interviews, conducting interviews, and the now-en-vogue concept of “ghosting” and what a recruiter has to deal with around that.

The Key Benefits of Video Interviews HR Needs to Know

Select Software Reviews

With demand for talent at an all-time high, businesses are relying more on new tools and technologies to help streamline the recruiting process and find the talented candidates they need. Further, many people have now completed a video interview as part of a job seeking process.

Implement Interview Load Balancing and Never Give a Candidate a Bad Interview Again


Interview load balancing is a way of scaling your interview process in a structured way to protect your recruiters, hiring managers and other team members from burnout. The goal is to create a replicable, consistent and sustainable interview process. Recruiting Interviewing

What Happens When You Standardize Your Interview Process


Think about the worst interview you’ve ever had. Maybe it was an unprepared interviewer who clearly hadn’t seen your resume or found out who you were moments before you met. For too many people, job interviews are intimidating and nerve-wracking affairs.

Level Up Your Recruiting Like a No. 1 Best Place to Work

Spark Hire

You’ll learn Jen’s candidate experience strategy, goals, and the pillars to her hiring process. 19:34 Jen’s candidate experience strategy. It’s really been a great experience. So let’s talk about candidate experience.

Tips For Giving Feedback To Candidates That Have Been Rejected


Candidate feedback is an integral part of a great candidate experience , but it can be difficult to know how to give it to someone that’s been removed from your interview process. How often do you give feedback to candidates? Candidate Experience

The Key Benefits of Video Interviews HR Needs to Know

Recruiting Blogs

With demand for talent at an all-time high, businesses are relying more on new tools and technologies to help streamline the recruiting process and find the talented candidates they need. Further, many people have now completed a video interview as part of a job-seeking process.

Letting Candidates Down Easy: The Art of the Break Up Call


The worst part of a recruiter’s job is telling candidates you’re not moving forward with them. It’s understandable why many recruiters take the easy way out by sending generic rejection emails to candidates. If they’ve just done a recruiter phone screen with me, I email them.

4 Ways to Streamline Your Recruiting Process


Screen resumes in one fell swoop. Avoid manic Mondays where you fling your mental energy from one requisition to the next. Pick your channels wisely, and invest your time and energy in marketing your jobs to the right audience.

Energy 109

How Technology Affects Candidate Intake

The Staffing Stream

Candidates love using mobile tech in all aspects of their job search. But while technology is making it more convenient than ever to connect candidates with staffing recruiters, all those 1’s and 0’s are producing undesirable consequences, too: Poor candidate experience.

Become a Hiring Expert with the Best of ClearCompany

ClearCompany Recruiting

ClearCompany has processed millions of applicants, created thousands of hiring programs, and taken hundreds of talent acquisition teams to the next level with their industry leading ATS, Sourcing Module, Onboarding Platform and Video Interviewing capabilities. Candidates per hire: This metric represents how many job candidates a hiring manager sees before a hire is made. “If Screen candidates. Schedule candidates for interviews.

How To Speed Up Hiring Process (Without Hurting Quality)


When you consider that you have to write and post the job ad, promote it, read through all the resumes, conduct interviews, run tests and carry out background checks, you're looking at around 30-40 hours of work at least. Energy & Utilities 28.8 3rd and 4th interview.

5 Recruiting Mistakes Your Startup Might Be Making


There are many benefits to working at a startup, more autonomy, exciting work, fast paced environments, etc, but they can sometimes be hard to communicate to candidates used to sending out dozens of resumes a week. Read More: See how startups are shaking up candidate experience.

What is the average time to hire by industry?


How does your time to hire measure up against companies that compete for the same candidates as you? This means your time to hire timeline begins when your best candidate applies or gets sourced. This metric shows you how quickly your hiring team was able to identify the best candidate.

The Complete Guide to High Volume Hiring


It can also refer to sorting through a large number of candidates who have applied to a single position. First and foremost, sorting through a large number of candidates for a large number of open positions is time-consuming and resource-intensive. Improve candidate engagement.

Celebrating Emojis: How Emojis Have Made Recruiting Fun AND More Effective


The rise of text-based interviewing and the emergence of social recruiting prove that, yes, you should definitely use emojis in recruiting conversations, and they are more than just a feature that brings some personality to what can be a dry and awkward pre-screening process (though that’s a big benefit!). Emojis give introverted candidates the tools to shine ?. Candidate Engagement Recruiting ProcessWho doesn’t love seeing a ??, ??, or even a ?? in a text response?

5 Ways to Turn Rejected Candidates Into Allies


However, there’s an untapped resource that many companies fail to utilize in their marketing tool kit: rejected job candidates. They expect to have an amazing experience with your company no matter how they interact with it. Provide an amazing interview experience.

3 Reasons Why Recruiting Automation is Good for Recruiters


Now, with the emergence of recruiting automation , the time has come for recruiters to experience this same revolution. The recruiting process is comprised of many moving parts including sourcing, outreach , scheduling, assessments, phone screens and the list goes on. Things like personalized candidate experience and building relationships with candidates and hiring managers all require the attention and nuance that a human being provides.

How innovative companies combat unconscious hiring bias


I think I belong here" is the ultimate goal you want candidates to feel when you show them around yr company – @DianeHessan #workableideas. Business leaders should look for the behaviors that ensure success at their company—not shared hobbies, opinions or experiences. “At Interviewing.

9 Need-to-Know Recruitment News Stories – 21st September 2015

Social Talent

Hired says it screens job candidates through a rigorous process combining algorithms and human curation, so employers don’t need to sift through a giant pile of résumés. 77% say the interview is extremely or very important in making their final decision to accept or reject an offer.

How to Support Global Diversity in the Workplace


Listen to Loren Pofahl, Director of Global Recruitment at LanguageLine Solutions, lead by Moderator, Jeanne Achille, speak about supporting global diversity within the workplace and provide insights on 1) The importance of workplace flexibility to attract and retain top talent, 2) How to turn a new leaf for global diversity, and 3) Key factors in building out your entire end-to-end HR process team. Bennett Sung. hello everyone this is Bennett Sung again from I’m head of brand marketing here at AllyO welcome to our fifth episode of our webpage our leadership webcast featuring Loren Pofahl from LanguageLine Solutions Just before we get started I wanted to certainly cover a few housekeeping items first and foremost this session is being recorded and all participants will be on mute however we do welcome you to you participate through Q&A by asking questions through your GoToWebinar panel in addition to the GoToWebinar panel questions we actually have added a handout for you to download it’s actually a special offer for attendees to participate in the AI for HR certification class that we’re offering and we’ll talk a little bit more about that a little later but again welcome everyone to today’s webcast for those that are not familiar with AllyO I wanted to certainly you know talk to you that AllyO is an AI powered HR communications platform we support a variety of clients including LanguageLine Solutions from everything from recruiting automation to employee experience so think of us as a HR communications platform to engage both your candidates and your and we really kind of have built a very trust factor over the past since 2015 when we started the organization we’ve garnered many awards most recently as Top Product of the Year from HR Executive Magazine and as you see from our customers we are working with some great brands here including LanguageLine Solutions, FedEx, Cheesecake Factory, Brinker and such so again we look forward to spending time with you to to really celebrate Loren’s career as the Head of Global Talent Acquisition at LanguageLine and as I mentioned before we do have a special certification AI for HR training curriculum that you earn eight recertification credits from SHRM and or HCI this is brought to you by our wonderful partner in FutureWorkplace again it is an awesome opportunity for you to really begin to understand the implications of how AI would really be functioning in the HR space itself so feel free to take advantage of this and the next course starts in January 20th of 2020 before we get started and introduce the panelists let’s go ahead I would love to kind of walk through and go through a poll here to get a sense of what our folks are wanting to improve in their recruiting most this year and obviously we’re pretty much at the end of the year let’s think about how we want to improve recruiting in 2020 as well so we’ll bring up some options here and if they’re willing to spend some time to select the area that they would like to most improve in 2020 and we’ll see what the results are great I think we have the majority of everyone that one little last minute person just click on something let’s go ahead like the majority of everyone who attended on the GoTo Webinar to vote so let’s close the polling let’s share results and get some feedback from Jeanne and Loren so we see here that retention actually candidate experience that recorded the most votes from the from the attendees of 57% quickly followed by retention and then time to higher Jeanne any reaction . Jeanne Achille. you know this is the second time we’re running this poll in recent weeks where candidate experience is off the charts and I think that’s fascinating as we turn into 2020 because earlier in 2019 it was all about retention and and clearly now companies are more concerned about the candidate experience which I would tie to more more recs being opened and and you know an uptick in recruiting so I think that’s very exciting . Bennett Sung. Loren how about yourself wondering what is your reaction to you to what attendees are looking to improve for the rest of the year and 2020. Loren Pofahl. well I think that you know where I come from here at LanguageLine Solutions our focus has really always been on candidate experience right you want to through the use of technology you want to have technology that’s easy for them to use and you want to have quick turnaround on response so I’m not surprised I would say that retention has also been coming kind of coming up in our priority as you know with the right job market and attracting candidates and trying to keep them interested in the company so I’m not too surprised by those two being the the top two selections . Bennett Sung . okay excellent so let’s go ahead and get this party started here so we wanted to officially introduce today’s presenters obviously our special guest Loren Pofahl from LanguageLine he serves as the Head of Global Talent Acquisition and then our moderator Jeanne Achille from The Devon Group I’m gonna hand it over to you Jeanne . Jeanne Achille . thank you so much Bennett you know I’m always so excited to do these webinars with you because first and foremost I meet some very interesting people you have the greatest customers so Lauren welcome to our Wednesday wisdom series and I’m gonna just take a few moments to give you a shameless plug here you are based in the glorious town of Monterey California I think we all are a bit envious about that and I think LanguageLine is a company that is recruiting for a real really wide variety of positions some I found when I was going through your open jobs some of them I would expect from any company you know project coordinators and a workday administrator you know pretty straightforward but boy oh boy you are recruiting translators for some language requirements that that honestly I’ve never even heard of one was I think it was Chuukese which is a Micronesian language I don’t even know how you find candidates who are able to to you know speak the language and do that kind of work so I’m I want to I want to talk a bit about how you’re sourcing candidates how you are providing that candidate experience but mainly would like to learn about your own career journey and it’s been it’s a fascinating one it started in Minnesota on a farm take us back there . Loren Pofahl. oh boy so you know it was interesting I saw I saw Bennett’s intro where it talked about each company’s a snowflake and I thought it was actually a plug for Minnesota as we head into the holidays right it’s cold as always so yeah I did definitely grow up on a farm it was a hog and green farm in the country in Minnesota a family farm that goes back to the mid 1850s actually and from there went to a small college in Iowa called Luther College and studied went to study mathematics I wanted to be a teacher I’ve had a great mathematics teacher in high school and you know from a graduating class of 40 kids so I got a lot of special attention but went to that College majoring in math and then got into computer science and got into understanding technology and got really interested in that and ended up with a double major and coming out of college at the time there were a lot of great career opportunities in in the computer area and technology and so I started working for an aerospace company in Chicago working in programming a payroll system and just really fell in love with HR actually even though I was in technology and realized somewhere along the way that I liked people more than I liked machines and so ultimately transitioned into the HR realm after implementing an HR system for that company in Chicago and then moved to the west coast I worked for several years at Williams-Sonoma probably one of the premier kitchen brands in the country and worked there in their HR department in many different roles but including HR systems and from there went on to work for a construction company for several years then went back to retail working for a hardware chain and then ultimately landing here at LanguageLine Solutions which is a totally different industry a totally different type of candidate and a total different need for how the employees experience things so it’s been a great journey it’s been a really different journey from having all those different kinds of industries but it’s shown me the the similarities and the differences that occur within HR and technology across different industries shown me the the similarities and the differences that occur within HR and technology across different industries you know . Jeanne Achille. wow you know so I mean just the story you painted initially about the farm in Minnesota and now all these twists and turns and I have to share with everyone that one of my guilty pleasures is wandering around William Sonoma I’m not sure I can afford to outfit my kitchen with all of that but boy it is one beautiful place you know along the way Lorne you’ve actually implemented many of the categories leading enterprise software solutions you know I remember you mentioning Lawson, Ulti Pro and Workday and I’m not gonna ask you which one was your favorite but as you look at you know that type of enterprise implementation what factors did you consider when you were making your technology investment and then of course all the change management that goes along with that . Loren Pofahl. yeah really really good question actually so obviously one of the major factors that we looked at was client support because you know you could have the most wonderful system but if your client support isn’t there if the company doesn’t provide you with quick responses when you run into problems especially if you’re implementing payroll you have situations that need almost immediate attention so client support was probably our major factor obviously our ally everybody talks about ROI you can’t get budget to implement an HR system or in HCM unless you can prove that there’s there’s a definite return on investment but also the cost to implement like beyond so ROI just from the long term strategy but also the cost of implementation up front kind of understanding what that initial cost is going to be in an initial outlay of resources and then when you get on the back end of it it’s really about user experience because kind of back to what everybody said regarding candidate experience you want the users of the system to have a really good experience so you want user experience both within the company to be easy to go well you want employees to be able to use the system through self-service manager sees the system through self-service and you also want anyone who is going to be going through like the APS portion of it recruiting portion of it to have a great experience from a candidate perspective so and then the other thing too is you know you want to look at what is what are what are the technologies or software systems that are really cutting edge what are some of those things that are you don’t want to implement something that’s really not on the forefront and not looking to the future of what’s coming down the road into in regard to the needs of functionality so so that’s how that’s how that’s kind of what we what we looked at in in most of those situations. Jeanne Achille. that’s a tall order you know I remember when when we spoke previously you had mentioned your Six Sigma certification why did you decide that was important in your career . Loren Pofahl. you know I’ve started really early working for an aerospace company where it’s absolutely critical to to produce products that are reliable and trustworthy and you know when you’re building aircraft engines you there cannot be any room for flaw and so the company was really big into Six Sigma the process and the approach and so I learned early on kind of how you can take that and not only apply it to manufacturing processes but you can also you can also apply it to HR processes or any processes in a company and so what it has done for me and is specifically here at LanguageLine is that it allowed us to take our existing applicant tracking process and review it and figure out where the inefficiencies were in that process and take it from we reduce the number of steps that we have to do to get a person from application to actually onboard in the system by 30% so we were able to go through and say where were some of these steps in this process that are not value-added you know are we doing things that are really just pushing paper or we’re doing things that are just really kind of a tangent to the critical process we’re trying to get done or are we doing things that are really going to irritate the so that’s what Six Sigma allows us kind of mapping something out and trying to figure out where the inefficiencies are and taking those out on putting in better things the other part of it is is just that continuous improvement is that even though you’ve established a process it doesn’t it may not last forever right things change business needs to change so it’s important to do quarterly or semi-annually use of the process and then possibly implement changes that are needed to meet new business requirements so it’s been a great tool pretty much throughout my career . Jeanne Achille. yeah I think that journey mapping is something that so many organizations just feel they can rush through that and and yet whether it’s on the candidate side or the customer experience it’s such an important part of a successful implementation yeah absolutely you know I want to go back to something I heard you say earlier about having a great teacher who inspired you when when you were a student and and I think you have also been fortunate enough to have some great managers in the workplace let’s talk about mentoring for a moment how does that play into your to your you know your day to day activities . Loren Pofahl. yeah so I had along the way I had my first manager at the aerospace company in Chicago was probably the best mentor I’ve ever had she was professional she just knew when she was in the room when she was in a meeting you just had this confident air about her but she was still approachable and and being a person reporting to her knew and knew in the work world she really helped me understand what it took to be successful what you know being personable being approachable listening having good listening skills being collaborative and it just I learned so much from her and so along the way I’ve really tried to emulate a lot of what she taught me and I actually worked for her for the first eight years of my career and so what it’s led me to do and I would say my greatest joy now and where I’m at in my career is helping my team develop their skills so I just I love the opportunity to spend time with people who are becoming new managers or new leaders within the organization and sit down and talk to them about the challenges that they’re having or that the the roadblocks are running into maybe it’s employee you know there’s employee issues that they’re running into or there may be personality challenges where somebody’s receiving information a different way than you’d think they would be because of a personality difference and so helping them understand how everybody comes to the table with a different set of experiences from the past and a different view on what needs to happen and what needs to how to get things done so um I’ve had the the pleasure even just here at LanguageLine I have three people on my team that I’ve promoted into leadership positions and it’s been a lot of fun and it’s also been challenging because LanguageLine is a global company so I have all three of them work remotely so it’s been interesting to develop their skills from a very remote location one is in Chicago, one is in the Dominican Republic and one is in Costa Rica so that is something that I had not experienced in the past of building somebody skills and mentoring them from a great distance and in fact not even seeing them right not even meeting them per se . Jeanne Achille. that’s very interesting I and I think we’re going to see more and more of that as the composition of the workforce changes and these intense talent shortages continue. Loren Pofahl. yes agreed . Jeanne Achille. now I’m curious given language lines diverse line of business I would imagine that diversity is very important to your recruiting program I remember you and I talking about how you know many organizations are perhaps recruiting in one country when we look at recruiting in the United States you know we enjoy certain socio-economic pleasures yet when you are recruiting globally there are times when you might be reaching into countries that have very different sensibilities and different economic structures tell me about the diversity in your recruiting program and how are you attracting diversity candidates plus creating that welcoming environment for people who might be I think I had mentioned Micronesia earlier you know they they might be in a country that none of us have had the pleasure of visiting. Loren Pofahl. yes I mean that’s a it’s a very challenging process so as you can imagine everyone you know you talk about people come from their own experiences and they come from what they’ve lived and they bring it with them right we always we all bring our own luggage with us I won’t say baggage I’ll say luggage as we travel the journey of life and it’s important as a talent acquisition professional to you have a sensitivity to to where people are coming from so that you can connect with them so that you can understand how they’re going to fit within your organization obviously for us we recruit for more than 240 different languages now granted of the 240 language is just not 240 unique cultures because a lot of you know there are languages that overlap each other but there are definite differences of culture and experience and approach to life that come from many of the different cultures that that support those languages so for us it’s we as a team a talent acquisition team we spend a lot of time talking about cultural sensitivity and cultural awareness so it’s talking about you know how people from a certain part of the world what’s important to them for some people and I’ll just give an example I won’t i won’t specify the the culture but it may be a nomadic culture so if it’s a nomadic culture they may have a different sense of time so if you try to talk to them and and talk about specifics of you need to be on time for this we need to have the set schedule this sort of thing if they’re a nomadic culture they may not have that correlation just from the experience that they’ve had because it’s just not part of how they live their everyday lives so it’s being sensitive to those parts of a culture that are so unique and and and having the ability to work with that to somehow fit it within the confines of what we would expect from a from an interpretation company where we have set schedules or we have set expectations and so it’s been really fascinating I think to be able to do that one of the things that we do I have a team of more than 30 recruiters that there are when we have languages that have a high need we will have specific recruiters who may have a familiarity with that culture or with that language and so we do have some in language recruiting but then you know for 240 languages we obviously cannot have 240 recruiters so there is that opportunity for some of the recruiters to learn about different cultures and so we do things within the group what we call them stretch assignments and so if the Japanese recruiter she may recruit a lot for Japanese but then we will have her do a quote-unquote stretch assignment and do recruiting for say Punjabi because obviously an Indian language is very different from a Japanese or Asian East Asian language and the cultures are different so it gives the recruiters an opportunity to have exposure to different cultures as well so it’s it’s definitely a challenge every day to figure out how to how to meld all those cultures into one country or at one company I should say. Jeanne Achille. you know but I have to applaud this commitment to cultural diversity because I think we see it more from the other direction usually where we’re you know whatever the headquarters is tends to want to impose almost like this you know you kind of smoothing peanut butter across a piece of bread like everyone’s got to be part of you know whatever this mantra is with little consideration or in some cases sadly no consideration for the the significant differences in culture that that if you don’t respect you’re not enabling people to do their best work so kudos kudos to you guys it sounds like you’ve cracked the code on this one. Loren Pofahl. well I did we’re definitely doing well with it so I’ll put it in there I don’t know that there’s a magic solution to it but I think we’ve done about as well as we can do and yeah and we definitely don’t rest on our laurels I mean we I’m always asking is there anything else we can do to improve how were you know go again it goes back to candidate experience and and that candidate experience extends to once the person is an employee and is with us that that experience needs to be one where you can retain them as well so it all comes together . Jeanne Achille. yeah now that is so important you know I want to I want to pick your brain a bit about AllyO I’d love to know how their technology has made a difference to you and your global recruiting team . Loren Pofahl. well you know I’m not going to give Bennett too many kudos but I will say that AllyO has actually been a great solution for us I will be honest as you can imagine with as many openings as we have we have about right now we have about 160 open requisitions for different languages we get and one of them of course being Spanish which is our number one language we get thousands upon thousands of applications and so it had been when I started here they had a they had a backlog of about six months worth of applications that we weren’t even looking at and we had openings for different positions but basically candidates were becoming quote unquote stale and so we went and we went with AllyO you know we went through a process of evaluating them and doing a pilot program and once we got them in place we made use of them to help us pre-screen our candidates so when candidates apply through our HCM system we send their information basic information to AllyO and then AllyO does a quick pre screen for us with the candidate and for us specifically we do an actual English language proficiency test a written English language proficiency test probably not useful for everybody but for us is very useful and we use that as a qualifier as to whether or not the candidate will move forward in the process and then once the candidate passes that proficiency test we then have the automated setup of interviews right so we have our pool of 30 recruiters three or more and we have AllyO set up the interviews for us so right up front the most important things are touching the candidate immediately right so the candidate applies and within 24 hours AllyO has reached out to them and so that candidate feels valued right up front and so that was critically important to us as I said we had these stale candidates who had applied six or seven months ago and never heard from us and what you know what what do you think their image was of us as a company probably not that great but now we’re doing it within 24 hours they’re getting direct feedback back and forth and if you know if all goes well they’re getting an interview within the next three to five days and so it is dramatically increased our flow of candidates through the process it’s allowed us to quickly disposition candidates who don’t meet our minimum qualifications and I have to say it’s been a tremendous asset for us just yeah getting us through that . Jeanne Achille . that’s pretty impressive you know I I don’t know I’m gonna put you on the spot but you know we’ve heard across the board that companies feel AllyO is potentially the best hire they’ve ever made so like maybe we could say that here I’m certainly hearing a lot of positives so that’s great. Loren Pofahl. yeah well it’s definitely been an investment well made definitely yeah . Jeanne Achille. you know I know that our audience would like to ask some questions so I just want to make sure that everyone knows that there is a chatbot box excuse me chat box over on the right-hand side of your screen where you can type in a question I do see one question has come through but of course I haven’t I have a few more questions for you as well Lauren but but one question that I want to make sure I’m addressing on a timely basis one of our attendees has asked if you can share some techniques for attracting Hispanic candidates. Loren Pofahl. techniques… well I will tell you this number one is referral program so our our number one source of candidates is our referral program we have a very nice referral program and we have in in-house we call it chatter so it’s the ability for our interpreters to chat amongst themselves and share information and so our talent acquisition team we actually share some time with the interpreters and talk about our referral program and so we get about a quarter of all of our hires through referral and and for Spanish it’s I would say it’s good it’s really good for the other languages because obviously if you find one Chuukese speaking person that Chuukese person probably knows a few other Chuukese people so speaking people but yeah referrals definitely and then the other thing is just obviously target we do a lot of targeting so we basically once we’ve figured out where the applications are our best areas to get candidates are our hires say it’s Texas or maybe it’s Phoenix or El Paso or things like that we’ve spend a lot of energy in those areas either doing career fairs or doing outreach or working with community organizations and that’s not just specific to Spanish speakers we do that with other groups as well with Mandarin and Cantonese speakers so we try to do a lot of community engagement so if there are interpreter associations and areas or there are you know the Polish Society in Chicago or the Burmese group in Buffalo New York I could you know I could pretty much go on and on we have a lot of outreach to these different social organizations and I find that to be real helpful we’ve also reached out to churches or to other you know more family-oriented groups so there’s there’s a lot of different ways . Jeanne Achille. that’s really good advice you know I know you just mentioned a few that probably would not have jumped out at me intuitively so thank you for sharing that with our audience we are close to being out of time and I would love to ask our guest this one last question because their responses are so revealing so no pressure but if you were to dine let’s say you’re going to have lunch with three people and they could be people who have passed on or people who are alive who would your three choices be. Loren Pofahl. I would have to say President Obama would be one I think just his life experience I find fascinating his background his relationships with his parents I think there’s just a lot of intrigue and interest that would find in talking to him about that also Mother Theresa I think it would be fascinating to understand kind of her mindset as to why she did what she did how she you know how what drove her to do what she did and then finally Prince as a Minnesotan you know I just find him to be a very fascinating character just his again his childhood his parents his just everything it just his creativity and drive I just I I couldn’t be prouder to have him as a Minnesotan and I would love to have the opportunity that spend time with him . Jeanne Achille. you know having lived in Minnesota for a short stint he was quite the quite the gem and I don’t think we saw all of the talents that he had to offer the world so what great choices and very interesting ones Loren so thank you thank you for sharing well this has been most illuminating I’ve definitely enjoyed our conversation and I hope you have too I think we should turn the floor back over to Bennett . Bennett Sung. thank you so much Loren and Jeanne for a great dialogue and conversation and some great pieces of advice there I wanted to thank everybody the attendees for participating again we will be sending out a copy of the recording plus a transcript in addition do not forget to download the handout which is about our AI for HR certification class and we will see you in December on December 4th with another episode of our HR leadership webcasts so look forward for information coming soon thank you all so much appreciate it. Auto-Transcription (English). The post How to Support Global Diversity in the Workplace appeared first on AllyO. AI Use Cases

Candidates in Control: The New Revolution of the Digital Resume


There are now more job openings than there are candidates to fill them, which means candidates have free reign to take a new spin on the traditional resume and create live, digital profiles for perfect, professional, personal branding in the digital resume era. That includes candidates.

How Employers Sabotage Themselves -The Selection Phase (Part 3 of 3)

Recruiting Blogs

The Selection Phase: So now that you’ve decided to consider a candidate for the position, this is the time to put your best foot forward as the employer. Starting with a phone interview? And then be on time, and be respectful of the candidate’s time. When Candidates Withdraw.

Job Auditions Are the Hot New Way to Assess Potential Hires—Here's How It Works

Linkedin Talent Blog

You put a lot of energy into making the most out of candidate interviews—from creating a clear interview strategy and testing soft skills to making sure candidates have all the info they need. You have to magnetize the candidates,” says Justin.

Recruiting in Finance, What we can Learn from a French Firm Who Thought Global


Co-founded in 1999 by Matthieu Courtecuisse, the firm started out in Paris in the financial services industry before developing expertise in energy, telecommunications and media, transportation and logistics, and government. . For VIE programs : Collaboration between Paris (HQ) and offices for the sourcing and screening steps and, later, within the recruitment process to link each stakeholder. When a candidate applied, he or she received a confirmation by email.

“Fixing What is Broken” – Hear the Changing Role of Talent Acquisition


Bennett: good morning good afternoon everyone this is again Bennett Sung head of marketing for AllyO we are an end-to-end we leverage conversational AI to drive both the recruiting and candidate experience wanted to take care of some housekeeping items before you officially get started with the live Q&A; with Jeanand Mary Beth Carter so just for everyone um knowledge this session is being fully recorded however you will you should all have an ability on your GoToWebinar panel on the right-hand side of your right hand side of your computer the ability to ask questions we will take some breaks throughout the interview to engage with those questions that have been asked from yourselves but we also reserved time at the end of the conversation for more thorough QA and just for everyone’s knowledge I really will be on mute but again want to encourage that QA questions to come through again AllyO uses AI to really drive em to an HR management we’re here to really make talent management more delightful and efficient for everyone and our broadsuite of portfolios services are you know AllyO started in 2015 really in the recruitment automation function really to drive improved delightfulness and candidate experience but also to accelerate your core KPIs and talent acquisition which I’m sure Mary Beth and gene will cover some of those conversational top tracks there are things that they they are looking to fix Intel acquisition just recently we have expanded our suite of utilizes I really to drive employee experience everything from the plight of summon is on board entity organization and is being enculturated and also want you want to get immediate feedback on how things are going on with new hires but also the ability for employees for your organization static feedback anytime throughout the employee employee worker lifecycle and then we also want to address and begin to think about while you know it’s sad to see employees go there feedback is critical important to speak to wrap back into the organization so the ability to support interviewing using the same conversational AI is really the platform for today’s today’s modern end-to-end HR management solution so let’s go how to get started again today’s conversation this is our episode number two of HR leadership webinar series by Ally fixing what’s broken hearing the changing world talent acquisition wanted to again introduce today’s guest stars I am again Bennett Sung the host of today’s webinar and the marketing lead here All but wanted to take the time to thank Jean the co-founder and CEO of the Devon group jeans you want to quickly do an introduction . Jeanne: My pleasure Bennett and thank you to all our attendees I’m delighted that you’ve joined us today in addition to my role as CEO of the Devon group I’m also the chair of the women in HR tech summit at the annual HR technology conference so I Suspect many of us have met along the way. Mary Beth: I’m Mary Beth Carter and I am currently the Senior Director of global talent acquisition for Owens and minor . Bennett: Great well I’m again very thankful for your everyone’s words of wisdom that are going to come out of today’s conversation but before we actually jump into today’s discussion that, Jeanne a will have let’s go ahead and take a look and get a pulse check from everyone about this question so let’s go ahead and launch the poll so the polls should reach the poll card polling question is what area of recruiting would you like to see the most improvement in this year I love to you you can go ahead and start voting . Jeanne: Oh Bennet I see some very interesting results coming in already in comparison to the reprieve use ones that we run um yeah ah it’s changing so dramatically first we here again now let’s retention now to tie this is abit of a kind of the horse race like aBreeders Cup okay I think we got the majority everyone to vote in so let’s go ahead and close the poll and share the results with everyone and also get some reaction you need just some commentary reaction from gene and very best about what your what you see here is there if there’s anything specifically that catches your eye Mary Beth I’d love your feedback on this because I see the traditional of the traditional time to hire and cost for hire just flatlining so that’s passive anything that doesn’t matter anymore does it it’s making sure that we get the best candidates and making sure that we keep them . Mary Beth: yeah I’m not surprised by that at all y. Bennett: eah great awesome thanks again everyone has the attendees for contributing to you to the axial pulling experience so let’s go ahead and relaunch go back to the PowerPoint so I thought I’ll officially introduced on introduce again team and had a candid presentation and on the interview on back to Jeanne. . Jeanne: Thank you so much Bennett so so you know today we’re talking to Mary Beth Carter, senior director of global talent acquisition at Owens and minor and Mary Beth and I have had the opportunity to chat in the past her career has been fascinating and it’s taken her far and wide in terms of the roles she’s had in various organizations certainly the the depth of experience but also across a number of geographies so I think we’re going to learn from her today in terms of how recruiting has changed as well as where she sees it going so welcome MaryBeth thank you so much for joining us. You know one of the first things that jumped out at me when I reflected on our earlier conversation you were an English major in college so how does an English major select talent acquisition as their career path . Mary Beth: well I certainly didn’t she saw talent acquisition it chose me I Started my career in special events and why I should say when I got my degree in English I thought I was going to be a librarian of all things and people who know me know that that would be the worst possible choice I’m a people person and I like to talk I couldn’t I Couldn’t spend my life in hushed tones but I was in special events in Washington DC I moved to North Carolina and I became the director of volunteer services special events I thought that was going to be mostly a special event role but in fact it was a huge recruitment role Ifound that I had a real knack for it and when you think about recruitment for PBS every time there’s a pledge drive all those people in the back you know call call in to support PBS my job was to recruit them and in the first year I Grew them from about oh I don’t know one 1000 1500 volunteers up to 2,000 plus volunteers so I want a national award for the amount of recruitment that I was able to do in the level of recruitment and I realized that it was a natural fit and so it really started a catapult in my career into talent acquisition Ithink a lot of people think that talent acquisition is HR and while it sits in the HR function it’s really marketing and sales and that’s that’s what interests me the most and so I believe that successful recruitment takes great communication skills it’s all about asking questions and getting a degree in English start to on that road so you know when you think about intakes and interviews it’s about digging down and understanding the role and the team and the long term opportunity and for me it’s about having those conversations with the hiring manager not just how to fill the spot but what what do we need to do and who do we need to bring in to make the team better so that’s interesting for me and then when you’re thinking about candidates it’s seeing so much more than what’s on their resume so talking to them in probing and you know what are your skills and experience is the first part but you know what’s your motivation what’s your potential and interest to learn and to grow and you know what can you offer the team and one of my favorite questions to candidate is you know what does the company need todo to make you successful and when you ask those kind of questions and when you learn to dig in that’s when you’re really finding the right fit . Jeanne: I remember you mentioning that earlier work you did in events I believe Smithsonian and and Aspen Institute which are just getting you know incredibly impressive brands yeah it sounds like some of that marketing activity actually has helped you in your in your role as as a talent acquisition professional over the years . Mary Beth: definitely mark must you know recruitment is marketing recruitment is sales and so both of those jobs it was really getting people excited selling a product so you know the Smithsonian Iworked in the lecture seminars and films Department so getting people figuring out what were the best events that we could put together to attract people to come to the Smithsonian and then certainly at the Aspen Institute I was just a little cog in a very big wheel that’s a very prestigious organization and my job what I really learned in that job was how to make the sell so that you can get the best people to participate now yeah you know in your current capacity I’ve noticed that you really run the gamut in terms of the types of jobs you’re recruiting for us you’re recruiting globally for for technical jobs but you’re also recruiting for distribution center openings so what lessons have you learned about you know employer branding or recruitment marketing with the goal of keeping candidates engaged and of course we seethe from our polling results that candidate experience is so important to our attendees today definitely so it comes down to sell or the hook no time no two companies are the same sphere at Owens and minor we’re going through a lot of change and it’s to me it’s super exciting change so when we are thinking about what’s the hook for O&M it’s you know be part of the change be part of this you know with a 137 year old company and it’s be a part of the next the next phase of the company and so that’s currently why I am decided to join O&M I’m at my last role which was tough shed it was being part of a success story it was a company that started with one man and grew into the nation’s largest seller and manufacturer of storage building in my previous roles it’s dip you know what’s the culture in some places like PBS like BBC it’s really cool other places it’s about smallest small start-up where you can make your mark on other industries like O&M; worked in education as well it’s about being in a really important industry and you’re really making a difference to to the world . Jeanne: you know I’m Curious As I’m listening to you share this experience set with with our attendees you mentioned having worked at BBC and that was of course in the UK and you also work for a PBS station recruiting all those wonderful people who we see on this on our television screens who are all smiling and you know that that’s a really tough job how does talent acquisition differ let’s say in the UK versus the US or in media versus health care do you think there are some similarities and then some very sharp differences . Mary Beth: well there are definitely some similarities and some differences and again it goes back to the hook you know television is creative it’s fun even in the finance or the ITteam you get to spend time with cool people so those are those tend to be easier to fill jobs because there were lawyers of choice and certainly the BBC was an employer of choice and you know we had we had the opposite problem we had to turn people away and figure out how we could how it could make the recruitment process more difficult because we had so many people who wanted to work at the BBC conversely I worked in a place well I worked at Burger King for example and that was very different Burger King some people are interested in working for our QSR quick service restaurant we’re not allowed to say fast-food and sometimes people are s so it’s making sure that you’ve got that hook you know in healthcare for example it’s about doing something that’s important and being able to kind of show demonstrate every single day that you’re making the world better and so as the candidates are different the tone of recruitment has to be different so you need to think about that you need to think about what kind of people are going to fit although I hate culture fit I think culture ad what kind of people are going to make the culture better and then certainly just the nitty gritty when you think about health care and education compliance is more important and you can teach someone how to use an Excel spreadsheet but you can’t teach a surgeon or a specialist nurse so you have to make sure that in those roles that require high technical skills that you are bringing in the best people you know I love that you’ve mentioned culture ad versus culture fit it as an analogue you know it just reminds me of when companies automate something that in a way that they’ve done it for many many years rather than thinking more expansively we see so much focus nowadays on culture how do you feel that candidates can bring new skill sets and new thinking to an organization in an impactful way well it starts with the organization before the candidate so you you need um you need a company that and you know every every HR leader every recruiter needs to work on this you need to be able to think outside of the box and not just filling the hole and taking the box um every recruiter has had that that hiring manager that says I’m too busy I’m too busy to train so I need everybody to you know I need someone who ticks every single box and I don’t care if it takes me three months or six months to get there even though in those three months or six months you could have found someone with high potential and trained them up so you need to start with the business and make sure that they have the appetite to train and develop people and then once you have the appetite you have to weave in the right candidate who can make the team and then ultimately the company better so so you know this theme of kind of fixing what’s broken and driving change and and operating from a you know a strong foundation seem to be pervasive themes in in your talent acquisition journey what excites you about today is recruiting technology and what you’re seeing there well you know I think a couple of things and certainly you know AllyO is sponsoring this this webinar and AllyO’s fantastic and exciting tool and I’m just getting introduced to it and Owens and minor is just getting introduced to it I think it goes again it goes back to the hook in the cell when a company sees what candidate sees me sees that a company’s using cutting-edge technology it makes the company more interesting I also think with technology it’s about the cabinet experience and I say this my team’s probably hear it too much but if you treat candidates like they’re desperate then you just end up hiring desperate candidates so the entire candidate experience beginning at that very first connection that the application has to be easy quick clear and very honest and I think that if a company wants to be successful in the track to those top candidates it has to be easy fast and honest it’s a candidate has to spend 20 minutes you know uploading their resume and then filling in all the blanks with we’ve heard self before they’re just going to find someone else and some other company that won’t make them do that . Jeanne: yeah the data is very compelling as it relates to if you make it difficult for a candidate to apply if they’re gone they’re gone they move on especially if it is for a role where there’s a fair amount of options for them you know if it’s a part-time role or maybe a seasonal role other people can be so important to your organization and yet they really have a number of different options you mentioned working at Burger King and thank you for the QSR you know I forgot that acronym you’re absolutely right that fast food is not not in fashion when you’re working for like a BurgerKing and you’re competing against others sr category leaders what did you do differently that you felt helped you attract and retain talent . Mary Beth: sure well you know I should go back and think to myself I learned this lesson the hard way I had a headhunter call me and talked to me about a fantastic option or opportunity and she would not tell me the name of the company and she got me more and more excited as she told me about the job and tell me the job tell me the job and she she wouldn’t tell me and I remember sitting at my laptop and she finally sent the job description andI opened it up and it said Burger Kingand I laughed out loud I am not working for Burger King are you kidding me and then I met with the president of Mia andBarbara Him it was the VP of HR who was fantastic and they convinced me but Iwas that candidate Is The Canada’s who said there is no wayI’m working for that company or that industry and again it goes back to the hook and Burger King and all qsr are exciting fast companies there’s lots of marketing so there are lots of cool people when it comes to differentiating yourself it’s really it’s really what are the what is what are the kind of x-factor that you can provide with making sure that the Canada experience is fun but also staying there is fun and then understanding that for a lot of people it is the first first job so making sure that you’re your kind of frontline managers when it comes to the restaurants understand that there is going to be churn and to make those make those decisions the right way I think when it comes to the more senior roles like my own and the corporate the corporate roles it’s again selling the company and selling selling that you can be a part of something and when I joined when I joined Burger King and I was uh Iwas based in Switzerland and that was ahead of HR and talent acquisition forBurger King amia one of the things that I learned was about the importance of process and the importance of candidate experience and having to dive in and make sure that our processes were consistent and when I joined for example marketing manager in Germany and Spainand in the UK they had different job descriptions different processes for selected disc is a different career paths so one of the things I did there has worked with the leaders to make sure that we had the best practice the best policies the best practices the best job descriptions so that we are attracting people in the best way and in the most consistent way and was a big win that I got when I worked there . Jeanne: well you know I’m I’m going back to your Burger King example and I’m thinking about the the brand loyalty that we see you know for certain brands and also what a wonderful opportunity you mentioned people in the early stages of their career what a wonderful opportunity to of course build a talent pipeline but I’m also too have to offer mentorship and and you know what do you when you when you have this success hiring diverse talent pool how do you actually retain that talent . Mary Beth: sure well again retention is a bigger piece it’s about working with the business and understanding what good looks like you cant you know unless the business knows what’s what kind of candidate or what kind of employee is successful we can’t continue to filter those candidates for them so being a business partner and that’s something that’s always been important for me in my career I mean some companies seek recruitment as an administrative. function and it’s not a surreal partnership and when you have a fully developed recruitment team that can strategize with leaders that can strategize with hiring managers to notjust fill this role but the next role in the next role that’s really what’s important and I’ve had several rules why I’ve joined I’m in a TA capacity and then been able to grow into into more of a talent management role when I was acting off shadow for five years that’s exactly what happened I started just filling the holes and then really talking about what good looks like making sure there were consistent processes to find you know the best GM’s who could then become the best regional sales managers and the beast regional directors and I ended up running the succession planning and the nine box discussions each year so that’s really how you going back to the retention it’s about that big picture and making sure that recruitment has a seat at the table so that were part of the full conversations and not just fill the whole conversations . Jeanne: Yeah I think that’s so important and creating that linkage between talent acquisition and retention is so important as well as we look across the enterprise you know to your point unfortunately a lot of time hiring managers come to talent at the talent acquisition team when there’s you know there’s a fire burning you know a key person has left you’ve got you’ve got to fill that slot right away and and it really isn’t that more strategic discussion about how everything work together and how the wheels mesh together what keeps you up at night with regard to your your talent acquisition challenges . Mary Beth: It’s the bits of pieces that I can’t control and so just going back to what Iwas saying before is that I’ve been institutions and we’ve all been in situations where the business is hemorrhaging for whatever reason and it ends up being you know it’s recruitment salty they can’t find the right people and if a business is losing more than they’re bringing in then it’s a you have to look at it holistically you know what is the challenge with recruitment are we able to attract the right candidates dowe have that brand do we have the right process that we’re getting the best in and where we’re making the selection quickly and we’re hiring quickly but also we need to look at look inside and what are we doing with the candidates that we are bringing in are we making sure the onboarding is correct or making sure they’re getting the training that they need in the right time and are we allowing themselves to be vocal you know sometimes it’s you know sit down and shut up when really we need to be able to listen to new hires and understand what their challenges are so it’s really again going back to figuring out what you know looking at looking holistically and figuring out what’s broken and then all working together to make sure that we’re resolving the problem . Jeanne: you know I Love that and and I’m going to insert a shameless plug for AllyO here because you know in those instances where maybea candidate or an employee isn’t comfortable having a face-to-face or in-person conversation with someone AllyO has done just a fabulous job engaging people checking in with them to make sure that they’re onboarding experiences positive and that they’re rowing the boat in the same direction as the rest of the organization and and you know we actually have evidence that people like they say thank you to AllyO this you know they’re they’re really comfortable with the technology which I just love . Mary Beth: it’s also the analytics so if you’re able to hang on to those check-ins you can say you abandoned you can talk more to this but 20% of the people said it was the training and 50%of the people said it was XYZ so if those analytics are just incredible . Jeanne: yeahI think you know as we look at our poll from earlier certainly analytics are registering on the pill and I know you know as we look across the trends in the topics analytics and evidence the ability make evidence-based decisions is just becoming so important you know I’m going to ask you a couple personal questions I hope that’s okay I want to ask you if you could share three lessons that you learn throughout your career what would they be . Mary Beth: well you know I ‘m The luckiest person alive I prefer my I Believe that and so I have had a lot of opportunities I’ve worked in you have worked in EuropeI spent a dozen years there I’ve worked with some great companies I’ve been able to work with and grow some great people and the only reason I’ve been able to do that is because I say yes if someone offers me an opportunity I let make sure that people know what I want and I say yes and I’m not luckier than anyone elseI just I’m not afraid to kind of dive in and say yeah so that’s always my first my first learning lesson if you get the opportunity do it don’t be afraid you can always learn it the second is really about mentorship and being a mentor the reason I got that first job at the Smithsonian was because a woman named Marco Delvecchio saw me as a tempI was in my 20s like my first real job answering the phoneI was called jolly hockey sticks I was one of those young people who was ready to grow and start my career and she sawMarybeth jolly hockey sticks out at the front and she gave me a job that I Didn’t really deserve I hadn’t earned it yet but she knew that I wanted it and she knew that I would put in the long hours and the long evenings and she was my mentor so I spent the rest of my career being that mentor and giving back and so for me it’s really about you know finding your assistants and making them coordinators finding your coordinators and making the managers and finding your managers and making them directors and you know additionally being willing to let go of those people as you grow because sometimes you can’t have that next right job for them but making sure you’re sending out that karma into the into the world and then finally it’s really about asking questions you know why are we doing this why can’t change this and people who just always say we’ve always done it that way you know they’re never going to take themselves or their careers or their companies very far so it’s always about never settling for status quo and I Believe that personally and professionally . Jeanne: just a few more question and then I see we do have some questions coming in from our attendees so I hope everyone will bear with me just for one moment Mary beth if you could have lunch with three people deceased or alive who would they be . Mary Beth: I love this question so for me the people who are most exciting to me are the people who have passion maybe not the prettiest or the most talented but the people who want something and really go for the people who have heart so you may not know some of the people I’m going to mention but the first one is is a writer and director and actor his name is SimonPegg and you made all may know a movie called Shaun of the Dead Simon Pegg is a goofy British actor who should not be a movie star he made one of the best movies ever he’s now of you know one of the best most most important movie makers and he’s moved on to king of the Star Trekfranchise and the mission impossible franchise he’s directing those big movies and he’s just a I say this in the best possible way he’s just a weirdo with a lot of passion and he’s been super successful from being who he is the other one is another weirdo and Ilike to think of myself as a weirdo too but a comedian named Ricky Gervais who’s also British and he had a Britishtelevision show called the office which has now been franchised in a million different countries including everyone knows the American version he’s the most successful comedian in in theUK and he’s again someone who’s a little bit weird speaks his mind has huge passion and that’s what he you know does what he wants to do because he wants to do it and as you and I were talking Iwas saying more about this and another person and one that everybody knows who kind of fills this bill is Amelia Earhart andshe’s one of I have a picture of her my oh yeah the Earhart is someone who is not the best pilot but she wanted itshe was the one who wanted to fly around the world and she was you know other people could have done it I mean she’s the name a name that we all know because simply of her passion and she’s she’s someone who her favorite little quote isI want to do it because I want to do it and that’s something I really believe. Jeanne: Wow well that actually brings me very nicely to my last question for you but I see again we have questions coming in from our attendee so just a quick sidebar tour attendees please just type your questions into the questions section and we’ll be sure to get to them you mentioned Amelia Earhart you also mentioned earlier a reference librarian immediately thought I have to make this book recommendation to you ‘ve probably read it already and that’s a book called the fly girls which actually looks at the role of women in aviation early on and Amelia Earhart affordance very prominently so so in the interest of all of us on this call building outour our sadly soon to the end of summer reading list what are you reading now and and why . Mary Beth: well firstly this shouldn’t be on anyone’s reading summer reading list I I will say that I do have a degree in English and I love reading and so I’m currently rereading James Joyce’sUlysses but only because it was so wonderfully painful in college and I Came upon it on my bookshelf and and soI looked I’m in the chapter for the singing sirens right now do not read as a summer reading list it is it’s umit takes energy and pain and it’s painfully wonderful but I’m reading it because it’s hard and because I it’s been you know two decades since I looked at it and so I wanted to get back and see what I missed after all you know what I missed in kind of what nuances I could gather after all these years . Jeanne: well I think we’re all taking away from our conversation with you today Mary Beth that you are not one to shy away from a challenge so Ulysses I guess makes perfect sense for your reading list nowa couple of questions from our attendees and thank you again to our attendees for sharing your questions here’s our first question that’s come through what are some best practices for a recruiter whose company is scaling rapidly . Mary Beth: I’ve done this so I joined a company called Mercury health and we built hospitals so literally during my interview they said it’s Tx Theoretically if you had three months to staff a hospital from zero to 250 and three months how would you do it and I Gave a presentation and they all walked out and they came back in about 15minutes later and said you have the job and that wasn’t that wasn’t Ziya reticle you have to do it starting tomorrow so what you need to do is start with best practices you need to set practices you need to put the parameters aroundyou need to then be willing to flex to the business needs so make sure that you have you know what you need to do you need to do it you need to get the right best people in and then you need to scale up from there and be willing to be flexible but my biggest learning lesson when you talk about scaling anything is interviewers everybody is excited about a new project that may require a large-scale recruitment no one thinks about the number of hours of interview time that you’re going to have to that you go and have to put in and I can’t talk too much about what I’m doing soins a minor but I just had this conversation two days ago if you want to hire twenty people you’re going to need a team an hours of interviews interviewer time if you’re lucky you want to hire a hundred people it’s at least four hundred hours of manpower so make sure from the beginning you’re setting those expectations with the interviewers make sure the interviewers are the ones who can actually have the authority to make the offer so that you can roll up and meet those those tight deadlines that you need to . Jeanne: you know that’s really helpful counsel I’m curious um we have some other questions coming in related to diversity and inclusion initiatives how can tell an acquisition incorporate DNI initiatives when choosing the most qualified candidates that’s a really hot topic right now . Mary Beth: well the answer is choose the most qualified candidates and I think that you know people like to hire people who have their same background who have their same skills it’s they like to hire comfort so be willing to push your hiring managers out of the comfort zone and if you have hiring managers who are giving you push back then take them out of the initial shortlisting and screening process so that they’re getting the top candidates and I hate to be so militant but sometimes you have to do that I think ultimately you need to be a champion and you need the leadership team going and going down tobe champions of diversity be willing to ask the questions and again it’s always more than what’s on the resume and think about that step culture and what do we have what do we need do we need another person from this exact same University Probably not doing it another person who went to this very specific or who participated and worked in this very specific company probably not so be willing to push and stretch as recruiters again as I said before ask why why do we need that why do you need that skill set and then I think also just be willing as a recruiter to raise your hand and if you if you feel that a company’s not you know putting their money where their mouth is raise your hand and escalate because no company can be successful if everybody’s has the same experience . Jeanne: and the same thought good advice to our attendees and thank you very much Mary Beth this was a great conversation I appreciate you making time for us today I know we’re getting close to the end of our time together soI want to ask Bennett to please jump back into the discussion to help us wrap it up . Bennett: absolutely I’ve I was smiling the whole conversation such amazing advice great insight statistics especially around that interviewing manpower that you need to grow rapidly plus all the interesting insights around what it takes to be successful in talent acquisition so Marybeth thank you so much for participating Jeanne as always thank you for for being an amazing host you asked a very engaging Barbara Walters like questions so really driver but kind of you wrap things up for for the attendees who have listened and for those that are going to be listening in on demand so alio has a special relationship with the future workplace we have a whole circuit which is putting on a certification around AIfor not just talent acquisition but forHR we actually have three enrollments to give out as part of those who have listened in and we’ll email Bennett atAllyO calm so it is a course I’m a five week intensive course you get eit certification credits Marybeth if you’re interested in getting and enrolling your team let me know mate but nonetheless again it is a listening is an opportunity to not only listen to otherHR leaders about their approach to AI in various disciplines not again beyond talent acquisition but also performance learning and such there’s actually action plans part of this course and it’s instructor-led for a good portion of the initiative so it is active learning opportunity to really begin to look at AI across the HR function of your organization so again wanted to offer this to the attendees if you just email Bennett at AllyO let me know the next course starts October 21stand lastly the last wave this is one little you guys are looking if anybody is going to be around the comforts circuit we will also be there so we will be obviously having a big presence at the HR tech conference in Las Vegas on October 1st north come see us at our booths 2600 and get to see Ali a lot more in person and closer together and we’ll be doing a lot of thought leadership speak engagements one as unleash in Paris and it will also be back in NYC for college recruiting boot camp so again thank you again to Jean and very best for a great conversation and to the attendees who have listened in thank you so much for the past 45 minutes you spent with us and we look forward to we will be introducing our episode three with Matt from Anixter of incoming talent acquisition professional at a very exciting technology company so looking forward to that conversation in late September so look forward to that and again appreciate everybody’s time that you spent in of course Mary Beth and Jeans Your your time and your insights that you’ve delivered to you to the market thank you so much everyone have a great rest of your Wednesday. Auto-Transcription (English). The post “Fixing What is Broken” – Hear the Changing Role of Talent Acquisition appeared first on AllyO. AI Use Cases

5 Questions Agencies Need Answered to Save You Time and Money


While you’re likely to answer common questions about experience, education, and salary requirements, you’ll probably end up screening a lot more candidates than you’d like if you don’t go into a bit more detail with your explanations. Get specific about candidate feedback needs.

5 Questions Direct Hire Recruiting Agencies Need Answered to Save You Time and Money


While you’re likely to answer common questions about experience, education, and salary requirements, you’ll probably end up screening a lot more candidates than you’d like if you don’t go into a bit more detail with your explanations. Get specific about candidate feedback needs.

9 Experts Share the Best Hiring Advice They Learned in 2016


This reminds me how essential it is to be well-researched before an initial phone call with a sourced candidate. I do this by being an active listener and by familiarizing myself with emerging trends in the candidate's field of specialization.". Word of mouth is a powerful thing.

How to Write a Job Description


We’ve all heard the stat that a recruiter spends less than 10 seconds looking at a candidate’s resume. These steps can help a hiring team or new recruiter put together a job description to attract the best candidates. A generic job description will draw in a large pool of candidates.