未来10种改变游戏规则的现代招聘技巧--你不可不知道作者：Alastair Brown是 BrightHR的首席技术官
数字革命改变了招聘。在过去十年的时间里，人们已经从传统的工作网站转向创新的新的令人兴奋的招聘工具和技术。(2018中国招聘科技论坛可见一斑)
但是，改变游戏规则的招聘技术将会影响您未来的招聘策略？
为方便你快速了解。我们简单介绍下，整体可以看我们AI翻译带来的内容。如果你不喜欢AI翻译的内容，可以访问 HRTechchina.com 阅读英文原文。
1、人工智能
在招聘技术方面，人工智能已经在企业寻找新人才的方式中发挥着重要作用。
它的崛起如此迅速，它在世界领先的媒体出版物中被报道。例如，福布斯在1月份发表了一篇题为人工智能如何改变招募游戏的文章。在这篇文章中，它承认招聘是现代企业最艰难的工作之一。人工智能可以减轻大部分的努力工作。
简化流程至关重要。这是AI特别擅长的一件事。但是什么类型的工具将引领它？以下是一些最强大的选项：
聊天机器人：快速访问候选人，确保合适的候选人，并指导他们找到合适的角色。他们是处理大量优秀人才的被动方式 - 已经很强大，他们有可能为招聘人员节省大量时间。
情感 分析：可用于在偏见或偏见语言的情况下调整工作规范。
人才 重新发现：通过ATS（申请人跟踪系统），AI可以扫描您的数据记录并找到符合该法案的先前候选人。
未来的招聘技术将越来越多地使用AI。
2.虚拟现实
VR是一个令人兴奋的前景。一些行业的VR头戴式耳机旨在比以往更大程度地与候选人接触。
利用VR显示您的业务是技术前沿的创新者。它发出了积极的信息，即使它与你的招聘策略相结合是及时和昂贵的。
来自LinkedIn的这篇文章强调了它的创新性和永远改变招聘的潜力。
许多品牌正在尝试独特的体验来改变其招聘流程 - 例如，在线商店Jet提供其商业文化的VR演示。如果他们选择在那里工作，考生可以从世界上任何地方远程访问这些，以查看他们的存储内容。
未来十年还会有更多这样的事情 - 您的企业如何将其整合到您的招聘策略中？VR的魅力在于它可以为您恰好所处的行业提供独特的解释。
3.被动候选人的崛起
已经发现了未开发的潜在候选人资源！角色中有才华的工作者并没有考虑职业变化。
以诱人的新可能性为目标 - 例如更高的工资和更多的责任 - 可能足以获得他们的兴趣。近年来，确保“被动”候选人的受欢迎程度已经大大增加，因为它可以帮助针对那些没有从一个角色跳到另一个角色的工人。
或者你可以直接找到一个受到你所提供的东西诱惑的顶级天才，或者至少让你在未来几年内放心。
4.视频面试
无论候选人居住在200英里以外还是完全在另一个国家，拖延候选人参加面试的非常古老的做法即将结束。
当我们都可以访问Skype，FaceTime，Google Hangouts以及各种其他形式的即时通信时，浪费时间和金钱。
对于所有相关人员来说，这是一个节省时间的方法 - 您可以在简短的筛选电话后删除不太合适的候选人，然后在您有一两个真正开启之后引入您的最佳选择。
如果你有潜在的海外候选人，他们可能不太热衷于参加第一阶段的面试，这一点尤其有用。
5.社交媒体
这不是最具启发性的观点，但是，是的，社交媒体可以成为招募新人的好地方。
无论是Facebook，Twitter，Instagram，Tumblr，还是LinkedIn等专业网络，您都可以找到各种易于联系的专业人士。
在招聘技术方面，这一项对于针对千禧一代和Z世代特别有效，他们倾向于使用社交媒体而不是X世代及以上。
6.申请人跟踪系统
随着大型和小型企业的兴起，ATS迅速成为招聘软件的领导者。对企业有什么好处？好吧，总结一下：
效率：在一个系统中记录所有招聘活动和候选人信息。
候选人 数据：随着人才将他们的详细信息添加到您的系统中，您可以在将来随时访问任何类似角色的工作人员库。
候选人 经验：对候选人来说更容易，因为您可以满足新的招聘期望，例如基于移动的应用程序环境。
管理员 减少：再次，取消文件柜并通过一个招聘中心简化一切 - 在办公室里不再存在多余的文件！
7 - 开放式职位
您的标准职位描述也在发生变化。一些招聘人员正在尝试新的策略，例如放弃职位。其他人甚至没有特定的规格。
其背后的想法是鼓励所有相关人员雇用高于技能的人。在最近的过去，选择具有最多经验的候选人是很常见的，因为他们必须确保这是最好的选择。
然而，经验并不能解释自然的热情，也不能说明个人是否会自然地融入您的商业文化或现有团队。如果他们非常适合您的办公室，那么培训这样的个人超过六个月或更长时间可以获得长期的回报。
8 - 新的面试技巧
新的招聘技巧带来了新的面试技巧。LinkedIn在其2018年全球招聘趋势报告中指出，旧的面试问题需要进行审核。没有更多“你在五年内看到自己在哪里？”以及更多挑战候选人思考方式的技巧。
FTSE 100人才总监Simon Armstrong在2018年5月透露，他要求候选人在采访中唱歌。如果他们不这样做，那就是面试概述。
虽然极端的例子很多工人，特别是更多内省的工人，都不会有吸引力，但还有其他的策略可供选择。让面试非正式，例如，在咖啡馆 - 喝咖啡，正确地了解你的候选人。
如果你更喜欢西蒙·阿姆斯特朗的方法，你可以随时要求他们进行霹雳舞以完成面试。
9 - 工作面试
如果您渴望测试一些重要角色的顶级候选人，那么工作试镜将为您提供一些额外的见解。
这并不理想，因为你的候选人可能会紧张或不开心你不相信他们的简历中所表现出的专业精神，但它可以提供他们如何开展工作的基本见解。
为了吸引候选人参加试镜，您可以支付他们工作的一天，为他们提供免费午餐，并确保他们在您的工作场所经验丰富的一天为他们提供指导。
10 - Glassdoor
在招聘领域出现的是这项工作搜索，并且至关重要的是公司审查平台。是的，现在是前任或现在，工作人员可以自然地审查业务，这可能导致一些心怀不满的工人离开你时，你的业务私人运作可能不会过于自豪。
该网站越来越受欢迎。它可能成为许多年轻工人的首选来源，他们正在寻找有关为您的企业工作的深刻细节。他们是否因加班而获得报酬？工作/个人生活平衡是什么样的？如果犯了错误，首席执行官是否喜欢向员工扔东西？所有这一切现在都可以揭晓，所以现在是解决企业日常工作中任何挥之不去的缺陷的好时机。
作者：Alastair Brown是 BrightHR的首席技术官 The company is a leading HR and employment law specialist, with offices in Manchester city center. He’s responsible for leading innovate HR projects that help clients to streamline their day-to-day activities.
The digital revolution has transformed recruitment. In the space of a decade, there’s been a move away from traditional job websites to an innovative world of new and exciting recruitment tools and techniques. But what are the game-changing recruiting techniques that’ll shape your hiring strategy in the future? Here’s an expert insight.
1. AI
When it comes to recruiting techniques, Artificial intelligence is already playing a huge role in the way businesses find new talent.
Its rise has been so meteoric it’s being reported in the world’s leading media publications. Forbes, for instance, ran an article in January titled How AI is Changing The Game For Recruiting. In this piece, it acknowledges recruitment is one of the toughest jobs modern businesses have. AI could alleviate a large proportion of the hard work.
Streamlining the process is essential. That’s one thing AI is exceptionally good at. But what type of tools are going to lead its charge? Here are few of the most powerful options:
Chatbots: Quickly access candidates, secure suitable candidates, and can direct them to the right role. They’re a reactive way of dealing with the mass of excellent talent—already powerful, they have the potential to save recruiters a lot of time.
Sentiment analysis: Can be used to adjust job specs in the event of biased or off-putting language.
Talent rediscovery: With an ATS (Applicant Tracking System), AI can scan your data records and find previous candidates who fit the bill.
Future recruiting techniques will increasingly use AI.
2. Virtual reality
VR is an exciting prospect. Some industries have VR headsets designed to engage with candidates to a greater extent than ever before.
Utilising VR shows your business is an innovator at the cutting edge of technology. It sends out positive messages, even if it’s timely and expensive to integrate into your recruitment strategy.
This post from LinkedIn highlights its innovative nature and potential to change recruitment forever.
Many brands are trying out distinctive experiences to shake up their hiring process—online store Jet, for instance, offers a VR demonstration of its business culture. Candidates can access this remotely from anywhere in the world to see what’s in store for them, should they choose to work there.
Expect a lot more of this in the decade to come—how could your business integrate it into your hiring strategy? The beauty of VR is it allows for unique interpretations for whichever industry you happen to be in.
VR is one of the recruiting techniques that could change recruitment forever.
3. The rise of passive candidates
An untapped source of potential candidates has been discovered! It’s the talented workers in roles who aren’t considering a career change.
Targeting them with tempting new possibilities—such as a higher wage and more responsibility—may be enough to gain their interest. The popularity of securing “passive” candidates has shot up in recent years, as it can help to target workers who aren’t jumping from role to role.
Or you could just outright snag a top talent tempted by what you have to offer, or at least place you on their radar for the years to come.
4. Video interviews
Whether a candidate lives 200 miles away or in another country entirely, the terribly archaic practice of dragging candidates in for interviews is coming to an end.
It’s a waste of time and money when we all have access to Skype, FaceTime, Google Hangouts, and various other forms of instantaneous communication.
It’s a time saver for all concerned—you can remove the less suitable candidates after a brief screening call and then bring in your top selection once you have one or two you’re really set on.
This is particularly useful if you have potential candidates abroad, who might not be too keen on getting a flight in for a first stage interview.
Video interviews can significantly increase your candidate pool.
5. Social media
This isn’t the most revelatory point to make but, yes, social media can be a great place to head to recruit.
Whether it’s Facebook, Twitter, Instagram, Tumblr, or professional networks such as LinkedIn, you can find all manner of professionals who are easy to get in touch with.
In terms of recruiting techniques, this one’s particularly effective for targeting millennials and generation Z, who tend to use social media more than generation X and above.
Social media can be a great source to find candidates.
6. Applicant Tracking Systems
On the rise with large and small businesses, the ATS has rapidly emerged as the leader in recruitment software. What are the benefits for businesses? Well, in summary:
Efficiency: Log all your hiring campaigns and candidate information all in one system.
Candidate data: With talent adding their details to your system, you have ready access to a pool of workers for any similar roles in the future.
Candidate experience: It’s easier on candidates as you can cater to new hiring expectations, such as mobile-based application environments.
Admin reduction: Again, do away with filing cabinets and streamline everything through one recruitment hub—no more excess of files lying about in your office!
An ATS can be very useful when it comes to talent acquisition.
7 – Open-ended job posts
Your standard job descriptions are also changing. Some recruiters are trying out new tactics, such as leaving off job titles. Others have even left off specific specifications.
The idea behind it is to encourage all concerned to hire people above skills. In the recent past, it’s been common to choose the candidate with the most experience, under the belief this must, surely, be the best option.
Yet experience doesn’t account for natural enthusiasm, nor whether an individual will naturally fit into your business culture or your existing team. If they’re a great fit for your office, training such an individual up over six months or longer can reap dividends in the long-term.
8 – New interview techniques
With new recruiting techniques come new interview techniques. LinkedIn has noted in its 2018 Global Recruiting Trends report that old interview questions need reviewing. No more “Where do you see yourself in five years?” and plenty more techniques to challenge the way candidates think.
FTSE 100 Talent Director Simon Armstrong revealed in May 2018 he asks candidates to sing during interviews. If they don’t, it’s interview overview.
While an extreme example a lot of workers, particularly more introspective ones, wouldn’t find appealing, there are other tactics available. Make the interview informal, for instance, at a café—over a coffee, get to know your candidate properly.
If you prefer Simon Armstrong’s approach, you could always ask them to perform a breakdance to conclude the interview.
9 – Job auditions
If you’re eager to test out a few of your top candidates for an important role, then a job audition will provide you with some extra insights.
It’s not ideal, given your candidate might be nervous or unhappy you don’t trust the professionalism indicated on their CV, but it can provide essential insights into how they go about their job.
To tempt candidates into taking the audition, you could pay them for their day at work, provide them with a free lunch, and ensure they’re mentored through the day by an experienced hand at your workplace.
10 – Glassdoor
Emerging on the recruitment scene is this job searching and, crucially, company reviewing platform. Yes, now former, or current, staff can review a business—naturally, this can lead to some disgruntled workers leaving you with a scathing 1/5 with private workings of your business you might not be overly proud of.
The site is becoming increasingly popular. It could become the go-to source for many younger workers looking for insightful details about what it’s like working for your business. Do they get paid for overtime? What’s the work/personal life balance like? Does the CEO like to throw things at staff if they make a mistake? All can now be revealed, so it’s a good time to iron out any lingering foibles in your businesses’ daily workings.
Gusto 获得1.4亿美元新的融资，加强中小企业市场的薪酬和福利
据Jonathan Shieber 消息称：
Gusto向小企业提供工资，福利和人力资源管理及监督系统服务，已在其最新一轮融资中筹集了1.4亿美元。
该公司表示将利用这笔资金增加新服务，以提高员工的支付灵活性。该公司推出了一项名为弹性薪酬 “Flexible Pay”的新服务，无论企业付费时间表如何，使得员工都可以便捷的获取薪水。The company launched a new service called Flexible Pay, which gives employees a way to get paid no matter when a company’s pay schedule dictates.
后期轮次由T. Rowe Price Associates投资组合，MSD Capital（Michael Dell的家族投资基金）领导，Dragoneer投资集团和Y Combinator的 连续性基金。
以前的投资者，包括General Catalyst， CapitalG，Kleiner Perkins，137 Ventures和Emergence Capital也参与了该轮融资。
信息来源：techcrunch.com
创新：背调公司Checkr创建动态背调监控工具以提升Uber乘坐的安全性编者注：值得学习和参考，动态的背景调查很重要啊！国内哪家可以跟滴滴等合作起来！
目前背调都是截止调查的当天。而入职或者开始工作后的情况就很难掌握了！
现代和合规背景调查的领先提供商Checkr今天宣布了一项新技术，该技术可持续更新可能影响共乘驾驶员驾驶资格的犯罪记录。Checker Continuous Check由Uber设计，动态识别可能不合格的记录，以帮助确保驾驶员继续满足优步的安全标准。
Checkr首席执行官Daniel Yanisse表示： “ 凭借当今的按需劳动力，我们需要超越静态背景报告，进行动态筛选。通过持续检查，Checkr为共乘产业创造了新的安全标准将提供关于某人背景变化的重要见解，这可能会影响他们的工作资格。“
优步是第一家采用该技术的公司。使用涵盖大多数新刑事犯罪的数据来源，当司机参与犯罪活动时，持续检查会向优步提供通知。然后，优步可以调查任何可能不合格的信息，例如DUI的新费用和未决费用，以确定该驱动程序是否仍有资格与Uber一起驾驶。这项新技术使优步能够在每年重新进行背景调查之间持续执行其安全标准。
“ 安全对优步至关重要，我们希望确保驾驶员持续不断地达到我们的标准，”优步安全与保险副总裁Gus Fuldner说。“ 这种新的连续检查技术将加强我们的筛选过程并提高安全性。”
最初设计用于满足共乘行业的严格要求，2018年秋季将为所有Checkr客户提供持续检查。
关于Checkr
Checkr的使命是通过提高对过去的理解来建立更公平的未来。我们的平台使数以千计的客户每年能够以gig经济的速度轻松雇用数百万人。使用Checkr先进的背景调查技术，各种规模的公司都能更好地了解不断变化的员工队伍的动态，为他们的招聘带来透明度和公平性，最终为员工创造更美好的未来。
Checkr Creates Dynamic Monitoring Tool to Elevate Safety in Ridesharing
Checkr, the leading provider of modern and compliant background checks, today announced new technology that provides continuous updates about criminal records that may affect ridesharing drivers’ eligibility to drive. Checkr Continuous Check, which was designed with Uber, dynamically identifies potentially disqualifying records to help ensure drivers continue to meet Uber’s safety standards.
“With today's on-demand workforce, there's a need to move beyond static background reports to dynamic screenings," said Daniel Yanisse, CEO of Checkr. "Through Continuous Check, Checkr is creating a new standard of safety for the ridesharing industry and beyond that will provide critical insight into changes in someone's background that may affect their eligibility to work."
Uber is the first company to adopt the technology. Using data sources that cover most new criminal offenses, Continuous Check provides notifications to Uber when a driver is involved in criminal activity. Uber can then investigate any potentially disqualifying information, such as a new and pending charge for a DUI, to determine whether the driver is still eligible to drive with Uber. This new technology allows Uber to continuously enforce its safety standards between annual reruns of background checks.
“Safety is essential to Uber and we want to ensure drivers continue to meet our standards on an ongoing basis,” said Gus Fuldner, Vice President of Safety and Insurance at Uber. “This new continuous checking technology will strengthen our screening process and improve safety.”
Designed initially to meet the stringent requirements of the ridesharing industry, Continuous Check will be available to all Checkr customers in Fall 2018.
About Checkr
Checkr’s mission is to build a fairer future by improving understanding of the past. Our platform makes it easy for thousands of customers to hire millions of people every year at the speed of the gig economy. Using Checkr’s advanced background check technology, companies of all sizes can better understand the dynamics of the changing workforce, bring transparency and fairness to their hiring, and ultimately build a better future for workers. For more information please visit: www.checkr.com.
硅谷
2018年07月15日
硅谷
Human-Centered A.I. is the Future of Talent Management
Will A.I. eliminate my job?
It’s a clickbait title most of us are now familiar with.
In recent years we’ve been met with a wave of articles and soundbites — ranging from the realistic to apocalyptic — speculating as to whether A.I. will replace human jobs, take over the world, or otherwise render Us insignificant.
Tesla CEO Elon Musk has even gone so far as to suggest that the volume of jobs that will be lost due to automation will create the need for a universal basic income.
A fear of new technology, and of the impact that that technology will have upon the job market is not new.
Technological developments that arose during the Industrial Revolution created public fear of mass unemployment (a fear that ultimately proved to be unfounded given the large number of new jobs these technologies created).
Yet the narratives have never felt quite so existential before this moment.
So what is different about A.I. that has so captured the public interest, and it seems, fear?
It seems to lie in the idea that intelligent machines will not seek to supplement aspects of our existence, but rather, replace us entirely.
Computer Scientist Subhash Kak advocates for this idea with respect to the job market in his think piece for NBC News (a piece, it is worth noting, entitled “Will robots take your job?”). The reason A.I presents a greater threat to society as we know it, he argues, is “today’s A.I. technology aims to replacethe human mind,” not simply to make industries more efficient (my emphasis).
It would be naive to ignore the reality of Kak’s argument with respect to tasks requiring learning and judgement. A.I. is already replacing human decision-making in industries such as transportation and manufacturing.
But are all applications of A.I. really aiming to replace the human mind in the workplace? And should they?
There are other views — and other technological frameworks — to be had here.
“Human-Centered A.I.”
In opposition to A.I.’s “takeover” rhetoric exists a school of thought that explicitly acknowledges the benefit of partnership between humans and intelligent machines.
Fei-Fei Li, director of the Stanford Artificial Intelligence Lab, calls this approach “human-centered A.I.” — a framework for guiding the development of intelligent machines by human concerns.
At a high level, the goals of human-centered A.I. are as follows:
A.I. should aim to enhance human thought rather than replace it
A.I. should encompass the more nuanced and contextual aspects of human intellect, aided by outside fields such as psychology and sociology
The development of A.I. technology should be guided by a concern for its effect on humans
There are a number of cross-industry applications of A.I. that can be viewed within this partnership framework.
Take, for example, the development of robots used to reduce costs, time, and human-error during surgery, allowing doctors to focus on the more nuanced aspects of the surgical process. Or, developments of A.I. in agriculture, such as Blue River Technology’s “see and spray” technique for applying herbicide only where needed, saving farmers money on herbicide and delivering a more sustainable product to consumers.
But perhaps even more in contrast to the fear of a robot taking one’s job, is the increasing extent to which A.I. is being applied the field of talent management.
That is to say, A.I. is being used to actually improve the workplace and the worker experience, rather than replace the worker.
A.I. as a Tool for Improving the Workplace
In the past several years, we have seen an emergence of companies applying A.I. to problems in talent management. From Paradox.AI’s Olivia, to Beameryand Textio, its fair to say that A.I. is on HR’s radar in a way that it wasn’t 5 years ago.
What’s interesting about this trend is that unlike other industries with a stronghold in A.I., talent management has until recently been viewed almost exclusively as a “fuzzier” aspect of the business. It is an industry built on relationships, human connections, and emotional intelligence, and yet, it is being improved with A.I.
To be fair, up until now a majority of A.I. solutions for talent management have focused on the more tedious and error-prone tasks around candidate sourcing and evaluation (tedious + error-prone = a perfect opportunity for automation).
But there are also opportunities for A.I. to improve the post-hire aspects of the employee experience, and human-centric A.I. is the key.
As the marketing world has known for years, A.I. provides a unique opportunity for scaling a personalized experience. Why would you show me the same thing as everyone else, when I’m more likely to convert if you show me exactly what I want?
The same principles can be applied to the post-hire employee experience.
Employees have different skills sets and motivators. If my employer places me in an environment that is optimized for my skills and motivators, I’ll stay. If not, I’ll move on.
As the progression towards a digital workplace continues, companies also have more data about their human capital than ever before — who they are talking to, what they eat, when they’re online every day. WeWork is basing their business model around this data.
Human-centered A.I. can unleash this data to help talent leaders create a more personalized employee experience. It is in “fuzzier” domains like talent management where human-centered A.I. shines, not just for ethical reasons, but because it provides the best user experience.
At Cultivate, for example, we apply human-centered A.I. to personalize the leadership development experience for managers. Using digital communication data as a proxy for leadership behavior, we analyze and predict how managers’ actions are affecting their team, and offer suggestions for how to improve.
At no point do we attempt to stand in as a replacement for a manager, or a talent leader. Rather, like a real-life leadership coach, Cultivate offers tips and suggestions that a manager can choose to take, or not.
This is the kind of personal experience employees expect from their talent leaders, scaled with A.I. And it doesn’t need to stop at learning and development. A.I. also has high-potential to impact other aspects of the employee experience, from interviewing and on-boarding to performance reviews and off-boarding.
Looking Forward
There is no doubt that A.I. is changing the world — and the job market — as we know it.
Industries will be disrupted. Jobs will be lost, new jobs will be created, some jobs will never be replaced.
Ethical dilemmas will be raised. They already are.
The degree of difference between aspects of human intellect and intelligent machines will become smaller.
However, with careful consideration for A.I. design that creates a sense of partnership between humans and intelligent machines, A.I. isn’t a force to be feared in the workplace, but embraced.
作者：玛格丽特托马兹祖克
About Cultivate
Cultivate helps companies leverage their digital communication data with A.I. to extract important organizational learning and unleash leadership potential.
For more information on what we are doing at Cultivate, check out our website.
英文也比较简单理解，就不翻译了~
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