How to Build a Better Candidate Experience: HR’s Guide to Recruitment Automation and AI
Chances are, you’d like your candidates to have a consumer-grade experience. However, there’s a gap between what you want to provide and what’s been available on the market. Advancements in recruitment software are beginning to close that gap. This guide will get you up to speed on innovations and trends in the market. Specifically, we’ll look at how AI, automation, and design thinking are colliding to transform the experience of getting a job.
Step 6 – Validate the Relationship Between Hiring Process & Business Outcomes
Read MoreValidate the relationship between the hiring process and the business outcomes A robust recruiting and sourcing strategy is another Best Practice utilized by organizations with lower attrition.
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Solution to Stretchers, Fakers, and Complete Liars,…
Read MoreSolution to Stretchers, Fakers, and Complete Liars,…
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Step 5 – Predictive Assessments for Job Candidate Evaluation
Read MoreThe right predictive assessments for job candidate evaluation The use of assessments should always be accompanied by another Best Practice ” validation models that provide statistical evidence of the link between a candidate’s assessment performance and his/her on-the-job performance and tenure. This allows hiring managers to make quality decisions about job candidates by ensuring they […]
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Step 4 – Create a Proactive Recruiting and Sourcing Strategy to Improve Contact Center Hiring Performance
Read MoreCreate a proactive recruiting and sourcing strategy In step 3, understanding what the job looks like is a critical step to achieving great hiring results. Once the critical competencies are understood, the hiring team can then determine which predictive assessments are best for evaluating those critical competencies for each job family. For example, if multi-tasking […]
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Step 2 – Understand Needed Performance Metrics to Improve Contact Center Hiring Performance
Read MoreUnderstand which performance metrics relate employee performance to achieving the desired business outcomes See our previous Blog post: Step 1: Understand and define the desired business outcomes
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What is the difference between Background and Reference Checks?
Read MoreWhat is the difference between Background and Reference Checks?
Read MoreMessage to Candidates: Cheating Works… Sometimes!
Read MoreMessage to Candidates: Cheating Works… Sometimes!
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Common Practices for Call Center Hiring
Read MoreWe presented at Frost & Sullivan‘s Contact Center East (April 19 – 22) in Florida. During the conference, we had several interesting discussions with Jim Rembach of Customer Relationship Metrics (CRM). Jim is the Chief Spokesman for CRM.
Read MoreCandidate-driven hiring is within reach
It’s time to transform recruiting in a way that’s better for all candidates. Download our manifesto on why letting candidates drive their own experience is possible and necessary for organizations, recruiters and candidates alike.
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