HRO Today January/February 2018 - 13

Market Report
with brands, candidates are expecting the same, " says
Annette DeHaven, vice president of marketing at gr8
People. " Candidates want to be heard. They want
communication in return. And they want their experience
to be relevant individually as well as to the new work they
are exploring. "
This means that today's candidates expect personalization,
ease of access, timely communication, and support.
" For anyone deploying talent management technology,
the cold hard truth is that both employees and candidates
have been spoiled by consumer technology which
heightens their expectations around what technologyenabled
interactions should look and feel like, " explains
Leela Srinivasan, chief marketing offi cer at Lever.
* Intelligent tools. In the last year, companies have
increasingly turned to automation and artifi cial
intelligence (AI) as a way to become more effective
and effi cient at sourcing and engaging the right talent.
" Automation can minimize the manual effort that talent
acquisition teams expend by automating standard
processes, " says CEO of Hireology, Adam Robinson.
In particular, Robinson says that organizations are
leveraging automation to systematize outreach and
communication efforts, basic pre-screening processes,
and data sharing between systems. " There's a focus
on leveraging HR, AI, and software to actually improve
Taking Texting to the Next Level
By Aman Brar, CEO of Canvas
Talent acquisition is now the third most important challenge
facing companies today, according to the 2017 Deloitte Global
Human Capital Trends Report. This should come as no surprise
considering that a single bad hire can cost a company nearly
$15,000, according to CareerBuilder.
Organizations face many hurdles when it comes to the hiring
process, often beginning as early as the very fi rst outreach
to a candidate. Recruiters shouldn't be wasting time playing
phone tag with potential candidates. Relying on phone calls
to connect with an on-the-go workforce could potentially
result in losing out on a top applicant. Instead, organizations
need to leverage the communication preferences of younger
generations.
Enter texting.
Enterprise-grade text messaging platforms provide an
excellent opportunity to begin the pre-screening process,
allowing recruiters to:
Eliminate unconscious bias. Although talent acquisition
(TA) leaders work tirelessly to assess an applicant based
on qualifi cations instead of gender, race, ethnicity or age,
bias continues to exist in the hiring process. Text-based
screening platforms can help combat this bias by masking the
candidate name and any gender specifi c pronouns. Texting
also eliminates the voice component of interviewing, adding
another layer of masking so the recruiter can focus solely on
the applicant's experience and abilities.
Work smarter. Text interview platforms utilize
machine learning and natural language-based analytics
to automatically suggest resource and response
recommendations. These algorithms also
generate pre-built interview questions to
increase candidate quality and reduce
time to fi ll. This integration accelerates
the screening process for recruiters,
enabling them to connect with more
candidates daily.
Target the right applicant. Recruiters
often waste time trying reach individuals
who may not even be interested in the
position. But when recruiters leverage
texting as a pre-screening tool, they
can invest that valuable phone and
in-person time with the best talent for
the job.
Texting is a great option for
organizations of all sizes and
industries that are looking to
improve their pre-screening
process and maximize recruiter
productivity.
JANUARY/FEBRUARY 2018
| www.hrotoday.com
[13]
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HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
HRO Today January/February 2018 - 3
HRO Today January/February 2018 - 4
HRO Today January/February 2018 - 5
HRO Today January/February 2018 - 6
HRO Today January/February 2018 - 7
HRO Today January/February 2018 - 8
HRO Today January/February 2018 - 9
HRO Today January/February 2018 - 10
HRO Today January/February 2018 - 11
HRO Today January/February 2018 - 12
HRO Today January/February 2018 - 13
HRO Today January/February 2018 - 14
HRO Today January/February 2018 - 15
HRO Today January/February 2018 - 16
HRO Today January/February 2018 - 17
HRO Today January/February 2018 - 18
HRO Today January/February 2018 - 19
HRO Today January/February 2018 - 20
HRO Today January/February 2018 - 21
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