Friend or Foe?

1. Friend or Foe? Technology in Recruitment

2. The Changing Face of Recruitment The Digital Age Artificial Intelligence Chatbots A.T.S. / C.R.M. Automation Then Prospective candidates searched the job pages in the local press for their dream job, mailed out resumes and waited patiently for the call to interview. Now Recruitment Social media, online job boards and networking sites like LinkedIn have streamlined the process, making it easier and faster for candidates to find and apply for roles. Resume Reviews Interview Process Challenges e.g. Ghosting

3. Key Recruiting Trends in 2019 Other Trends Anti-Bias Software The Candidate Experience Automated Onboarding Recruitment Marketing Applicant Tracking, Artificial Intelligence and/or Chatbots Video and Mobile Interviewing

4. Applicant Tracking Systems An Under-utilized Resource? • Applicant Tracking Systems (ATS) are nothing new and you’re probably already familiar with them • Great source of passive candidates who expressed an interest in your company in the past • Already done a lot of the pre-interview work • Helps keep you on track with hiring stages

5. Artificial Intelligence We can’t ignore it and hope it goes away The way we hire is evolving; there’s no getting away from that. We all depend on our smart phones and as their capabilities improve along with technological advances, so our dependence increases. Job seekers are no exception. Whether we are hiring for a C-Suite executive or a factory floor operative, everyone looks online for jobs. Upload your resume, click submit for multiple opportunities and wait for the offers to roll in – right? Pity then the poor hiring manager who has to sift through several hundred resumes from under-qualified, unsuitable candidates, looking for that one absolute diamond… the perfect candidate. This is where Artificial Intelligence (AI) claims to help. It is definitely on the rise and replacing the human element in some areas of the Human Resources department. By linking your current ATS with some of the new AI software on the market you can automate much of the hiring process. • A.I CAN: • Search 100s of resumes and select matches based on prescribed criteria • Integrate with your ATS to search and identify passive previous applicants

6. Chatbots With some roles, the volume of candidates can be huge and it can be a taxing task to individually message every candidate. Chatbots can make this process almost instantaneous for the candidates, pushing them along the hiring cycle quicker, making both the candidate and client happy. A quick turnaround when finding a job, and a high volume of qualified candidates to interview is a positive result for both parties. These chatbots can also be used to conduct initial interviews with prospective candidates which, when linked with AI algorithms can easily match the right pool of talent with the role requirements and provide HR with a list of the most suitable candidates. Chatbots can be programed to answer your FAQ and even perform some of the basic onboarding process. The 24/7 “Employee” Quite simply, a Chatbot can and should make your life easier as a hiring manager and at the same time provide a great experience to your candidates. Candidate Experience One of the biggest complaints we hear from candidates is a lack of response from an employer. When you want to stand out from the crowd, one of the most effective ways is to offer an experience better than your competition. • CHATBOTS CAN: • Streamline the hiring process • Process candidates in bulk • Integrate with different platforms • Reduce downtime between candidate inquiries and response

7. Video Interviews Why? It’s simple really. First round interviews conducted “virtually” offer flexibility for both hiring managers and candidates, even when the candidates are local to the office. Additionally, they can help eliminate chances of delays, candidates having to take time off work, etc. Furthermore, in-person interviews can sometimes involve lengthy preparations, especially if the candidate is out of town and needs to take time off work, arrange transport to your location etc. A mobile or video interview can reduce that prep time substantially, making it much more cost effective for everyone. The New Normal Phone interviews are nothing new and hiring managers have been using them for years as a cost-effective way to check an out-of-town candidate’s suitability for a role before going to the expense of bringing them to the office for an in-person meeting. Increasingly, companies are now using video or mobile interviews as the standard first round interview process. Data provided by yoh.com states some 60% of companies in the US now use video interviews. • VIDEO INTERVIEWS: • Offer flexibility for all parties • Can help speed up the process • Can help eliminate delays, ghosting and other challenges • Reduce the time needed to prepare for the interview

8. Use a Corporate Video According to yoh.com adding a corporate video to your careers page and job posts can increase the response rate from 12% to around 34% The Candidate Experience Recruitment Marketing Building your Brand Recruitment marketing means exactly that – utilize recognized marketing best practices to build your brand and create a one-stop-shop where candidates can learn about the company, its culture and its job openings.

9. The Candidate Experience Automated Onboarding Anti-Bias Software Unconscious bias was huge in 2018 and looks set to continue. A.I. analytics remove the potential for unconscious bias during the selection process. A great way to streamline your onboarding process. Candidates are sent their packets prior to day one so everything is done before they join.

10. Removing the Human from Human Resources? $ User Error However great these systems are, they can only do so much and if they are not administered properly, the results will be inaccurate. No Match for Gut Feeling Humans are social animals, we need to interact with other like-minded humans. It’s all about the chemistry. An algorithm can tell you if someone is qualified to do the job, but it can’t tell you if that person is going to be a great fit with your team. X No Such Thing as a Free Lunch The software isn’t cheap. Some of the programs can cost over $1,000 per month!!

11. Thank you Any Questions?