Apple ranked at the top of Universum&#x27;s ... Most Attractive Employers for business students. Stanislav Kogiku/SOPA Images/LightRocket via Getty Images · Newly released results from Universum indicate where business students most want to get a job at. This year&#x27;s results are based on students from nine economies. J.P. Morgan ranked No. 3, while tech companies Apple and ...

The 20 companies business students around the world most want to ...

However, it is clear for all companies that the active use of tools to position themselves as an attractive employer brings tangible benefits. Measurable economic benefits are achieved through increased employee loyalty, reduced sickness rates and rapid job fillings.

Employer attractiveness in everyday business life - ARTS

Big tech, finance, and consulting firms dominate Universum’s latest ranking of the most attractive employers for business students

Google, Microsoft & Apple Are The World’s Most Attractive Employers

In their job search engineering talent are aiming for innovative industries, the report noted. The top five being: ... J.P. Morgan ... Apart from the above, the report identified five new career personas, as well as five global employers with the highest proportion of these personas in their student fan base: ... This group is typically attracted to companies ...

World's most attractive employers 2021: Google, Microsoft, Apple, ...

Here are the top 10 most attractive employers in Malaysia based on the 2021 Randstad Employer Brand Research. ... The 2021 Randstad Employer Brand Research examines job seekers and workers’ perceptions of employer brands. It offers an accurate understanding of employee value proposition factors ...

Find Out Which Company is the Most Attractive Company to Work for ...

But even before that, job security was an important criterion of an attractive employer. A secure job means not only a steady job but also a financially strong company. If the whole company has to close its doors, even a job that is usually steady is of no use.

8-Point Checklist for Attractive Employers (in 2022) | PALTRON

Job postings are essential to any company’s online recruitment strategy. They are often the final page online candidates see before applying, so they need to look good and have great content. Today I’ve put together a list of 10 attractive job posting examples that should give you some ...

10 Attractive Job Posting Examples | Ongig Blog

Banking is obviously one of those ... talent attraction efforts over the past few years”. “It was only two years ago during the release of our 2017 UK rankings when we reported that Brexit had no effect on talent wanting to join the banking industry, on the contrary more wanted to join than in 2016. However, I suspect that the closer we have gotten to the deadline, the more unsure talent have become about joining an industry where jobs are reported ...

Google remains most attractive company to work for - Workplace Insight

Apple was again discovered to be one of the most attractive company to work for by professionals. And yet, throughout their career page, they discuss how high the expectations are for their employees, flatly stating that “a job at Apple will be demanding.”

The Traits Shared by the Most Attractive Companies to Work For

It can be hard to attract the best talent in the world without being one of the most attractive companies to work for, start thinking differently. So I guess we need to figure out exactly what makes…

How to Become an Attractive Company to Work for | by GoHire | Medium

Attractive Job

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I live in Serbia, and I've moved around the country multiple times. I went from the central part where I've lived for 19 years, then to the south for 5.5 years, and then moved north. I've been living in Novi Sad for 7 years now and I'm still as much in love with this place as I was when I first moved here. Here's a bit of my background and reasons why I've decided to pursue fully remote jobs only and refuse to relocate for any job-related reasons. I'm writing this post as I have been declining job offers that required me to relocate, and some people couldn't believe that I don't want to move away from Serbia and move to a more advanced European country. List of Reasons Why I'm Not Relocating Again I'll start off with a basic list of reasons, and then I'll share my full relocation story. I've talked to some people who believe that they can just offer a lot of money and relocation perks to their job candidates, as that is the best way to build a strong on-premise team. Hopefully, this list will show them why they're wrong and why they may lose global talent potential. Every time you move, some personal relationships break. I really need the support of my family and friends and don't want to compromise those again. Why would I move to a place where I'd have to spend a bigger chunk of my salary on the basic costs of living? Work takes 40 hours of my time per week. Why is the job you're offering more important than 40+ hours I have for myself and my life priorities? I'm more productive while working from home than when I'm in an office. I don't want to waste my time commuting. I have no intentions to struggle with the bureaucracy of any other country, Serbia is hell in that sense, I don't need a new one. I'm perfectly fine with earning as much as I do online, I don't need your amazing relocation perks. Please don't assume that everything in Serbia is a pile of 💩 on fire. This sums it up. Here's the rest of my story 👇 Moving to Study In 2011, I was 19 at the time when I moved away from my hometown, really excited and extremely happy. I had finally left a place that was extremely small, where everyone knew each other, and which was limiting my personal growth. In order for me to study English, which was my biggest passion at the time, I had to leave behind my family, dogs, and replace my house with a small room in an apartment that was good enough for its purpose. I had one task, to improve my English as much as I can and graduate. My social life was amazing as I was meeting my peers and connecting with new people all the time. I didn't have to worry much about my family, things were a bit rough financially, but it was a standard Serbian story. Fast forward to 2016. I'm still trying to get a degree, but I'm not very successful at it. I was struggling with balancing between my job and my studies. I had been working as a full-time English language teacher in one of the online schools that operated in Asia. I had to support myself financially, but that was hindering me to dedicate more time to finish all the courses. I was also getting increasingly annoyed by that profession, and part of the reason why I didn't try harder to get a degree was the fact that I didn't want to pursue teaching anymore. I also wanted to work as a translator, but after some time I realized that translating isn't as exciting and as challenging, nor did it pay off as much. Relocating Because of a Job After some mental health struggles, I've finally accepted that the English language is not my biggest passion anymore and that I wanted to explore something that was always interesting as well - tech. I wanted to learn how to maintain Linux servers and started reading a lot of books and attending free courses about it. Then, my best friend forwarded me a job ad that changed my life. It was a Technical Editor position. My love for the written word met my love for learning more about tech! It was a perfect match. I was successfully moving from one stage to another, and then in the final stage, I realized that although they were open for remote work, it was a position that required me to move to Novi Sad. I have to admit that I wasn't putting down a list of pros and cons. I had to make a big change in my life and open myself to new possibilities. My friends were extremely supportive, my family was concerned, and my partner at the time was angry and broke up with me before I even got the job. Briefly Leaving Novi Sad After almost 2 years in Novi Sad, I got a really attractive job offer. This time I did make a list of pros and cons. The reality was that my social life in Novi Sad wasn't that amazing and that my job wasn't making me as happy as it did anymore. I needed a change, again. At this point in time, I was also getting increasingly conscious of how "far" I was from my family, and it was easier for me to go to my hometown from Belgrade than from Novi Sad. I was relocating because of better professional growth opportunities, social life, and the hope that my family would come over more often. I moved to Belgrade and 2 weeks later started dating someone from Novi Sad. Yes, my life is a telenovela sometimes. Then, I started realizing the cons of living in Belgrade. The town is way busier than Novi Sad, I spent more than an hour in traffic every day which is even amazing for Belgrade standards. I was again spending a lot of time in Novi Sad during weekends to recharge as I hated the open offices in Belgrade and the overall Belgrade vibe. One thing lead to another and I decided to get back to Novi Sad. Getting Back to Novi Sad This was the first time I worked remotely full-time. I had to figure out some paperwork stuff and make sure I have a proper office corner. , but that's not the topic of this post. There's more to being able to work remotely At this time I decided to rearrange my life priorities and question a lot of decisions I've made. After some difficult family events, I accepted that as much as I hate some parts of Serbian culture, that's also who I am. Family and friends come first, work comes second. I don't want to be in a position where I can't just hop into my car and drive home when an emergency occurs. My family does not include only me, my partner, and our dog, but it also extends to my family and her family. Overall, Novi Sad makes a lot of sense as well. It's more affordable than Belgrade, has a much more laid-back vibe, and it's easier for me to plan out my day and do multiple things in a single day. What really pisses me off is when people assume that everything and everyone in Serbia is bad. The truth is that a lot of things that revolve around the government need to be improved, but as long as I'm able to support myself through remote work, I'm not lagging behind anything in my life. I'm happy, I'm independent, I'm surrounded by the people I love. Relocating may bring more $, but that won't bring me more happiness. Relocating Is Hard I'm not saying that people shouldn't move around and hunt for better life opportunities, but I'm trying to say that $ isn't the only factor to think about when making such life decisions. Employers these days seem to forget that different people have different needs and that not everyone agrees with the hustle culture. Some of us just want to have a regular life.

Remote Working and Why I Wouldn't Relocate for a Job Again

Lauren has maybe half of the skills listed within an attractive job posting. But she’s not going to let that stop her from talking her way into a 6-figure annual salary. Believe it or not, that little story is absolutely true. Lauren’s gift of gab bought her a position she was very underqualified for. It’s time to end these costly, totally unnecessary shenanigans. is blending AI with blockchain tech to bring some much-needed honesty and transparency to any company’s hiring process. TalentSnap So, what is TalentSnap and what problems does the project want to solve? I’ll tell you in a bit. But first, go ahead and read the next section. It won’t be as painful as filling out paperwork during onboarding for a new job but it’s still kinda important… Disclaimer : This is not investment or financial advice. I’m not a financial expert by any stretch of the imagination. Most information within this article is speculative and merely my own personal opinion. Always conduct your own research before contributing to any startup projects. Always remember that what you do with your money is your decision to make. And if that decision proves too difficult for you alone, seek guidance from a financial professional. I may or may not receive a small allocation of tokens for creating this content. That said, I will do my best to remain unbiased and fair. I try to avoid all FOMO and FUD and never wish to impart those emotions on my fellow crypto-heads. Questionable Practices If Lauren had been upfront about her actual skills, she never would’ve made it to the 2nd round of interviews. Maybe she figured she’d just learn the role as she went along. And maybe, in Laurens eyes, at least, that’s just fine. But I guarantee her employer views the situation differently. If you’re hiring for a $100K+ job, you’re looking for top talent, not a glorified intern. Let’s face it, if you want a new gig, you may be willing to bend the truth a bit. But if you spin those tales a little too long you can get yourself in trouble. really “Wait a minute. Are you saying that Lauren isn’t really a certified Level 18 Excel Sorceress? I have her resume right here. She lists her Excel skills as ‘otherworldly’ and ‘astonishing.’ But you’re telling me otherwise? Let’s go have a little chat with her…” Uh oh, Lauren, your days at the company may be numbered… Everyone’s entitled to a little break after doing some work. After all that reading, let’s take one now. Here’s a superquick video that’ll get you up to speed with the TalentSnap project’s aspirations: Sorry, Lauren, you’ll have to apply offchain It’s way too easy for deception to creep into the hiring process. Similar to dating, people being interviewed tend to project an image of themselves that’s not exactly reality. And once an employee has inked a deal, it may be very difficult and costly to get rid of them. This is especially true in certain European countries where the laws are heavier on the employee’s side of the scale. People can get all up in your business — like a wedgie — and become very difficult to dislodge. As a hiring manager, you want to make sure you’re taking a risk on the right candidate. Sadly, stories like Lauren’s certainly aren’t isolated. I have another one for you. And, once again, it’s true. To protect the identity of the guys who have absolutely no idea they’re getting thrown under a digital bus, I’ll change their names just a little… Mad Fraudz Once upon a time, I worked for a consumer electronics company that eventually went bankrupt due to mismanagement. The organization’s name? Well, their IP was recently purchased on the cheap and they’re now back in business under new ownership. My lips are sealed. But I will drop some hints for you. Their name rhymes with sad hats. They earned themselves a derogatory entry on urbandictionary.com. Nearly everything they created was named after a nonsensical acronym. And, they were the inspiration for from CollegeHumor. this video You see, the root of the major hiring snafu I’m about to explain was the boss, himself a total fraud. The King of Narcissism himself — Ronny — claimed to be an ‘advertising man’ with experience at Coca-Cola. But 99% of his subordinates believed his experience there was actually in the mailroom rather than the boardroom. Not sure who’s bright idea it was to give this head of the department a say in the hiring process for as well as , but there you go. Fraud begets fraud. severely tech-challenged Creative IT web development We already had a Jr. developer — Al — working for us but since we were expanding our multi-brand web presence, we began looking for a Sr. dev. Along came Bessie Bueno. The buzzwords must have been flying during the interview because Bessie was practically worthless. I sat within view of Bessie’s monitor and a typical day was 5% work and 95% YouTube videos. And when Bessie got stuck on a project — unable to conquer a task that should be a snap for a Sr. developer — who do you think Bessie would turn to? That’s right, Al, the Jr. developer. I really thought Al was going to quit the day he discovered Bessie’s actual job title. I could see the rage of injustice and disbelief in his eyes. Someone who’s making a solid 25% more than you shouldn’t need to visit your desk asking questions about things they should’ve known before ever getting hired! Now, this ridiculous and totally inappropriate work scenario could’ve been prevented if Bessie had to possession of job-specific skills. Had Ronny been able to easily check, he may have gone with a different candidate. prove Verifiable skills are at the heart of the TalentSnap project. And the team is combining AI with blockchain to make the verification process quick and easy. TalentSnap’s MVP is currently up and running Ensuring a Good Fit Hiring metrics go far beyond relevant skills and experience. Every workspace has a distinct culture and if you won’t be comfortable somewhere you’d best keep the job hunt going. Your personality type should ideally match your role as well as the environment you work within. If you don’t play nicely with others, you’ll have a hard time fitting into any organization. Which makes personal interviews so crucial. They’re not always in-person but you must spend time talking to someone — on Skype or a similar service, at a minimum — getting a feel for their personality before giving them a keycard to the building. But before you ask a candidate to visit your office — after chatting with them on the phone to verify they’re not a complete freakshow— there’s a heap of data for you to wade through. hopefully And that’s where TalentSnap comes in. Before you reach out to a job seeker, you’ll have a wealth of role-relevant info at your fingertips. The team has created an app — now live with a full dashboard and Chrome extension — to trim the fat and smarten your hiring efforts. View a candidate’s details & LinkedIn profile, email them, add them to your favorites, or leave yourself a note FitScore Now we’re getting to the interesting part. Plenty of hiring sites have various filters like education, skills, and years of experience. But few if any of them take personality type into consideration. And none of those sites can claim AI or machine learning as a skill on its resume. The TalentSnap service analyzes dozens of hiring metrics to create a unique FitScore — ranging from 1 to 100 — used for linking employers to job hunters. And as candidates and employers create data within the TalentSnap platform, the service will only get better with its matchmaking. You see, AI needs information in order to evolve. And with 100s of millions of datapoints generated by the global job market every day, TalentSnap’s algorithms have no shortage of food for thought. You can test the right now if you’d like. Just make sure you come back and finish what you started here. FitScore MVP Hiring Automation The TalentSnap project will evolve over time. The goal is to create a platform that becomes a global benchmark for the hiring process. Elevating the FitScore measurement to industry-standard status will require the team to branch-out their Research & Development efforts. Here are a few subjects the project plans to delve into… Federated Learning Don’t worry, you won’t find any evil characters here. Star Wars Federated learning is a setting within the realm of machine learning. The aim is to train a centralized model using training data spread among a large, distributed userbase. In TalentSnap’s case, they’ll use this method to smarten the platform’s AI. As users generate data on the network, it’s sent to a smart contract. And every time a contract makes computations, it gets a little better at interpreting incoming data. Which reinforces my point above: Every FitScore generated by the platform will be a little smarter than the last. Homomorphic Encryption This technique is how the platform will process encrypted data without decrypting it first. Homomorphic encryption will allow everyone on the network to safely share their personal data. Users of the TalentSnap service won’t need to subject their data to the prying eyes of info-harvesting companies aiming to turn a profit from what’s not rightfully theirs. It’s important to note that homomorphic encryption and federated learning aren’t scheduled for implementation until 2020. Proof of Identity Are you who you say you are? The blockchain knows. In yet another effort to secure the privacy of users’ identities, TalentSnap plans to integrate existing blockchain tech into their upcoming platform. Civic, for example, is a blockchain project that allows users to create a digital ID that they can use all throughout the cryptosphere. BTW, if you’re active with ICOs and tired of KYC, give Civic a try. The service is convenient and easy to use. Proof of Identity will assure employers that applicants are legitimate candidates with real profiles on the platform. TSC Utility Token TalentSnap’s native token — TSC — is an ERC20. The team has stated that should the Ethereum network fail to solve its current scalability issues, they may jump ship to another blockchain or build one of their own. The TSC token’s main purpose is as a payment mechanism within the platform. TSC tokens are deducted from a user’s balance every time a FitScore is generated. Good news for candidates — there’s no deduction unless the FitScore match is 90 and above. In addition, candidates and employers can be compensated with TSC tokens should they choose to share their data with third-party companies connected to the TalentSnap platform. Final thoughts… Automating the hiring process is a long road. Take a look at the TalentSnap project’s roadmap and you’ll see a milestone that’s much farther away than what most projects display. 2035 — the team’s projected target for hiring — may seem like it’s light-years away. And way back in 2000, waiting for 2020 seemed like an eternity, too. Yet it’s right around the corner. autonomous I think a long-term approach shows the team is grounded in reality. I prefer projects to take their time and do things right as opposed to rushing to hit self-imposed milestones. Although the AI industry is growing rapidly, there’s still of progress that needs to occur before we start seeing the technology integrated into our everyday lives. a lot Keep the project’s plan for slow and steady growth in mind if you plan to contribute. The project’s tech is 100% reliant upon data. They’ll need terabyte after terabyte before AI becomes smart enough to improve entire industries. As TalentSnap begins to accumulate massive amounts of data to feed the platform’s info-hungry algorithms, their service will improve. And tokenizing the data we already share — for free — with social hiring platforms is making the most of what blockchain tech has to offer. Simplification of the hiring process also brings cost- and time-savings for all parties. As you know, finding a job or a strong candidate can be a long and tedious game of waiting. Companies can cut right through the smoke and mirrors and only deal with people who truly seem like a good fit. And candidates will become empowered to apply for positions that closely match their skill set. Once the platform is fully operational and FitScores become highly reliable indicators of a match between employers and candidates, companies will realize an uptick in the quality of new hires. When that day arrives — hopefully within the next couple of years — companies will be able to keep the likes of Lauren and Ronny and Bessie out of their organizations. And then, everyone except the fraudsters will win the hiring game. DYOR It’s always a good idea to form your own opinion of any project you may want to participate in. Here’s where you can dive a little deeper into TalentSnap: TalentSnap Website TalentSnap Whitepaper Get Social Bitcointalk Facebook LinkedIn Reddit Telegram Twitter YouTube By the way… If you like what you see here and need help getting your crypto message to the masses, I’d love to hear about your project. Feel free to reach out to me here: blockchainauthor at Gmail

TalentSnap ICO Review: How Blockchain Tech Safely Automates the Hiring Process

Artificial Intelligence. AI. We have all heard about it or read an article detailing how it is going to change the way we work or even live. There is also a degree of fear: will machines learn too much and decide to replace us? Watching Terminator will do that to you. But today’s AI is both more complex and much less advanced than self-conscious, freedom-seeking robots. We had a stand at — a HR Tech conference and show — a few weeks ago and were really excited by the great applications of AI for HR that we discovered there. Unleash London is a great complement to many of these tools and we had discussions with several providers on the benefits of calendar sync for AI tools. Cronofy’s real-time scheduling technology AI is a hot topic and many industry sectors are investing in it. But AI is also a bit of catchall term. AI can refer to things like robots or self-driving cars. It can also take the shape of a . chatbot It means applying computers’ ability to learn and solve problems to many challenges by using and analyzing historic hiring data to make more intelligent decisions. Making smarter decisions and automating tasks can save businesses , and improve the life of employees at all levels. thousands of dollars per employee every year It comes as no surprise that many HR software providers are already working to leverage the benefits of early stage artificial intelligences. Various AI-based technologies are already changing how businesses and candidates interact with each other. As these services become more widely adopted and integrated into Applicant Tracking Systems (ATS) and Human Capital Management (HCM) solutions they help transform every step of the hiring process. Here is a list of AI use cases for the hiring process and the benefits they can provide to recruiters, candidates, interviewers, and businesses in general. We have also added some suggestions of how Cronofy’s calendar sync API can be plugged into these tools to offer an even richer experience. Job postings optimization The key to hiring a great candidate is — believe it or not — to meet the talented people you want to join your team. This is why posting an attractive job ad is a critical part of recruiting. If you have visited a job board recently you will also know that this critical part is often ignored. Businesses can forget that they have to sell themselves and the position if they want qualified applicants to submit their resumes. Writing a good job ad that will attract exactly the type of candidates you want is much harder than it sounds though. With AI it is possible to let software create the perfect job adverts that will get candidates started on their journey and build a strong employer brand for your company. By analyzing the copy of successful job adverts a machine can detect meaningful language patterns and write the job ad that will attract a diverse and qualified cast of candidates. The beautiful thing with machine learning is that the more job ads are analyzed and the more results are entered into the software, the more refined the job postings will be. Constant learning and predictive analytics are a winning combination when it comes to crafting impactful copy. The better the job posting, the more qualified candidates will apply to fill vacancies. This can give businesses a competitive advantage and help them grow. But they still have to make the correct hiring decisions and offer a great experience to the candidates. Resume screening Great job postings mean that a lot of candidates will send their resumes through. But between 75% to 88% of the resumes received don’t match the requirements of the role. To decide which candidates to interview, recruiters would traditionally spend hours parsing through resumes, most of the time only scanning the pages for a few keywords before deciding who will progress to the phone screening or face-to-face interview stage. Analyzing hundreds of resumes is a time-consuming task. It is also a basic task that highly-paid recruiters shouldn’t be focusing on. 52% of talent acquisition leaders say the is identifying the right candidates from a large applicant pool. There is only so many hours in the day and candidates need to be contacted and kept informed of how their application is progressing. hardest part of recruitment AI can help automate high-volume tasks such as these. Machines can be tasked to search for specific keywords and elements of language that will have historically been used on successful applications. Machine-learning software needs a lot of data to work well. And they will only get better as the AI providers acquire more clients, completes more hiring processes, and improves their filters for a variety of roles. It therefore becomes important for businesses to keep track of their hires so that the AI tools can learn who went on to be a successful hire and which employees left the business quickly. This will help refine the resume screening criteria going forward. It can even be used to parse through the database of resumes received for other vacancies and assess if there are matches for a different job opening. With AI businesses can optimize their resources so talent isn’t missed. All this helps give time back to recruiters so they can focus on preparing for interviews and engaging with candidates. AI recruiting assistants (chatbots) Chatbots are already used to answer support questions, engage website visitors, and help employees book their paid time off in a matter of seconds. The use cases for chatbots during the recruiting process are also numerous. When chatbots are synced to the calendars of the interview panel, they can be used internally to help recruiters find an interview time that works for everyone based on their real-time availability. A simple question or command is enough. And if they need to find a meeting room, the recruiting assistant can take care of that as well. All the applications and software used by businesses can be integrated into a chatbot, from HCM platforms to meeting room management systems and group chats. Interviews or tests can be scheduled in an instant, and a booking link sent to candidates almost immediately. This is less disruptive and stressful for everyone involved. The times agreed to by the members of the interview panel can be shown to the candidate, who picks the most convenient one for them. Meetings and meeting rooms are booked and calendar invitations sent to everyone. Chatbots can also be used to communicate directly with the candidates. For example, when a candidate applies to a vacant position it could be used to ask screening questions. They can also be used to answer questions that the candidate might have about the interview or the company itself. AI recruiting assistants help reduce the time to hire and improve the employer’s brand by developing deeper relationships with candidates. Candidate testing and ranking It is more and more common for employers to ask candidates to complete tasks before or during interviews to assess their skills and base their hiring decisions on facts, not just the impressions of recruiters. These tests often happen through video interviewing technology. AI has a role to play in this, too. A risk of not doing these tests in person is that candidates might be able to cheat. Google is only ever two clicks, away after all. AI software can detect any abnormal behaviour and notify the recruiter, such as if the response time was particularly long for a question. They can also be used to analyze facial expressions and voice intonations to detect signals that indicate if a candidate could be a good match. With calendar sync, all these tests can be scheduled in instantly no matter how many candidates have applied for a position. If an interviewer needs to be present, a booking link can be shared so that candidates can pick a time when they are available. Once the tests and interviews are completed, candidates need to be ranked on their performances and skills. Well-constructed AI software helps to eliminate bias from this crucial decision. Humans are biased beings. Studies have proven that humans are mainly due to the inherent bias that inhabits all of us. Be it a preference for candidates coming from a similar social background or who are graduated from the same college, a lot of factors can impact a hiring decision. bad at making good hiring decisions By taking the ranking of candidates out of the hands of the interviewers, AI can help foster a more diverse working environment by focusing on the hiring the right person for the job. When the quality of hires increases, it leads to employees who stay longer with their employer and are generally happier and more productive. It’s a win-win for everyone. Automated candidate engagement and nurturing After spending a lot of time and money sourcing resumes and interviewing candidates, many businesses forget to use this data once the position is filled. Creating a database of all the resumes of qualified candidates who weren’t offered a job is a great way to get a head start on the next recruitment process. AI can help keep the information contained in the candidate database up-to-date by looking for changes in social media profiles. Companies can also keep passive candidates engaged by sharing company news or upcoming vacancies. If a candidate has found another position, predictive analytics can be used to notify your ATS when they are likely to be ready to be contacted about a new opportunity. With AI-powered candidate engagement platforms recruiters always have access to a dynamic pool of pre-qualified candidates who already know about the company. The bias question It is impossible to avoid the question of bias when discussing AI. The idea pushed by the supporters of AI is that if hiring decisions are made by machines they will inherently be fairer and help companies hire a more diverse workforce. After all, standardized methods mean that everyone starts on an equal footing. But this forgets that software is built by individuals who all have inherent and subconscious biases. It also ignores the fact that no technology is more susceptible to replicating existing bias than AI based on machine learning. If machines learn what success looks like by studying existing patterns, how can they change a model that is currently unfair? For example, if a business is looking to hire a new software developer and is using an AI software to screen resumes, it is important that all applications are considered in the same way. But if the development team is mostly male, the AI could favor the resumes of male developers. Or it may develop a preference for resumes that use more masculine words. It is the role of the AI providers to be aware of (of which there are over 150). It is also their job to build safeguarding mechanisms to ensure that AI doesn’t acquire the . existing biases same bias as the humans who built it That’s is why software needs to be tested and refined all the time, which is something only humans can do. Before choosing your AI provider make sure you check with them what they do to prevent bias from being replicated. Parting words The benefits of using AI to improve the hiring process are numerous. Machine learning and problem-solving software can be used to reduce the time to hire. They can also ensure that the quality of hires improve, which leads to happier and more productive employees. When bias is taken into consideration and solutions implemented, AI can promote a more diverse working environment by removing human decisions that are sometimes based more on feelings than facts. But to say that we fully understand the potential of AI for recruitment would be a lie. Every year there are new applications for it. What we do know is that the future of recruitment centers around a better use of AI to attract, develop, and nurture candidates. We can’t wait to see what’s next as the role of recruiters is transformed. Real-time calendar sync is sure to be a huge part of it. And, for now at least, the final decision to offer a job to a candidate still rests in the hands of recruiters and managers. But the benefits of putting more decisions into the hands of controlled technology can’t be denied. This post was originally published on the Cronofy blog . Check it out for weekly insights into HR, technology, startup life, and more.

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