ARTICLES, BLOGS & VIDEOS

The latest news, trends and information to help you with your recruiting efforts.

Posted February 07, 2019 by

Merging Technologies and People for the Workforce of the Future

Artificial intelligence (AI), sometimes called machine learning or machine intelligence, is in its infancy yet poised to fundamentally change how we work, are educated, and run our businesses. AI is already impacting how leading employers engage with students and recent graduates and then hire and manage them.

AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.

On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.

Our featured presentation was delivered by Alexandra Levit, author of Humanity Works, speaker, consultant, futurist, Chair of the DeVry University Career Advisory Board think tank, and expert in all things workplace.

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Posted June 12, 2018 by

When and how HR tech can engage gig workers in your organization’s culture

If there is one person who knows about how HR leaders can and should choose the right technology tools, it is Sarah Brennan. Brennan is Founder and Chief Advisor at Accelir, where she dedicates herself to improving the impact of technology on people, business and the future of work. She partners with the companies that build the technology and she educates the companies that use that technology. Brennan was also selected to be an official SHRM 2018 blogger. I interviewed Brennan about how she is seeing the impact of the growing gig economy, and how HR leaders should be using (and not using) technology to engage their contracted and gig workers.  (more…)

Posted April 03, 2017 by

Gender diversity in tech: one simple part of the solution

 

Gender diversity in tech companies has been a major issue for over two decades now. One part of solution to recruit more women in tech is a simple concept: more effective structured interviews.

The numbers don’t add up. The EEOC reports that women currently make up roughly 56% of the overall workforce, but are underrepresented in tech. Only about 28% of proprietary software jobs currently held by women.

Why is it important to have gender diversity in tech?

The financials tend to resonate more in enterprise companies. Various reports, including one from Catalyst and one from McKinsey, have shown that companies with more female leadership tend to outperform both their market and their rivals. An additional study, from the Peterson Institute for International Economics, showed companies with 30% or more females in leadership outperformed rivals by an average 6% net profit margin.

Women are often associated with being empathetic leaders. This is not true of all women of course, and many men are also empathetic. But if we can generally associated empathy with female leadership, we see a compelling reason to recruit more women in technology. Half of the ten most empathetic technology companies are also the fastest growing. They have grown about 23.3% per year, compared to a weighted average of 5.2% growth of all technology companies, according to one study.

Faith Rothberg, CEO of College Recruiter and named by RecruitingDaily as a top woman in HR technology worth watching, remarked: “While I know many men who are empathetic, including my husband, I’ve generally seen a higher degree of empathy from female leaders I’ve known and worked with. When you look at these 4x growth stats for companies led from a more empathetic place, and factor in the power of technology in terms of growing a company, having more females at the helm of these types of organizations seems both crucial and a no-brainer.”

Why is diversity in tech seemingly so far behind?

This is often framed as a “pipeline problem,” and that might be true. For example: according to Girls Who Code, 74% of young women (i.e. high-school aged and lower) express interest in STEM (technological) courses and career paths, but by the time decisions need to be made about taking those classes in college, only 18% choose STEM/computer science pathways. (And that’s actually dropped: in the 1980s, women held 37% of computer science degrees, for example.) 

What can be done about the technology gap for women? (more…)

Posted March 15, 2017 by

Programmatic advertising in recruitment: start paying attention

 

Programmatic advertising is alive and well in the present. However, many recruiters still think of it as a future strategy. Programmatic advertising will account for 50% of all digital ad sales by 2018, if not even sooner. That is only a year from now, so if you’re still not putting dollars into this method of recruitment, you should start paying attention. Despite this rapid scalability of programmatic advertising, it’s been slow to adapt to the recruiting and entry-level hiring space. Here we will explore how this new technology will look in the recruitment space. (more…)