APSCo Australia’s Post

SourceWhale’s AI suite is transforming recruitment by handling the routine and freeing up time for what truly matters—relationships and results. In a recently released article, they break down their platform's main features and tools, showing how it: - Automates response tracking, so you know where candidates stand. - Provides diversity insights for a more inclusive pipeline. - Cleans and organises data instantly, making every interaction smoother. Dive deep into our partner's extensive suite of AI-powered tools here: https://lnkd.in/d6Jrvwxi

Did you know that 78% of companies say they use AI in their recruitment processes today? 🤯 Discover more insights from our recent study, compare your recruitment strategy with others, and identify upcoming trends using key insights from our Future of Recruitment Guide 🤖 Download link in comments!

Here at APSCo, we're looking to understand more about our members state of AI readiness and assurance. 💡 🖥 AI is arguably the biggest innovation to hit the staffing sector since computerisation revolutionised the profession, with emails replacing fax machines and online advertising making print redundant. These changes directly led to the surge in size of our market and its international scope. 🌏 APSCo Global has recently issued a survey to seek the views of a wider cohort across our global organisations. It takes just a few minutes to complete and is best completed by someone with an understanding of your business’ use of technology. 👨💼 👩💼 Are you AI ready? Let us know via the survey link and stay tuned for the results: https://lnkd.in/dwTCAuKH #APSCo #AIinRecruitment #ArtificialIntelligence #AIandBusiness

Great read [2 minutes] AI has absolutely changed the recruiting/recruiter land scape. Not only does Metaview increase my productivity, but I also use as an extension to other AI tools. 1) With some clients, I share the entire interview using Metaview's sharing feature (requires no log-in/sign-up). Giving them the entire interview allows them to navigate through the conversation, change the format using templates and use the AI Assistant to explore the call even further (one client told me they use the AI Assistant live during a post interview meetup when the team had questions about the candidates background). 2) Don't let the transcription go to waste! Metaview is soooo accurate in picking up what was said, that I use it to analyze candidate against the reqs. Using the the JD, Resume and Transcript. Here is the Prompt: "Act like a tech recruiter with 10 years experience. Analyze and summarize a candidate that I plan on submitting to a client/hiring manager. Use convincing language, formal tone and keep it to approximately 400 words. I will attach the candidate's resume and transcript of the phone interview that I did with the candidate and a job description for you to review and complete the task: Here is the Job Description: URL LINK TO JD Attached is the Resume. Here is the Transcript:" 3) I use Metaview during intake and recalibration meetings with some clients. I then upload all my notes, meeting transcripts and documents the that client has provided and run it through Google Notebook. This allows me to train the A.I. for that clients specific hiring needs. The best part, it will ingest all of that data and create an A.I. generated podcast between two hosts for you to listen to. It's mind blowing, it helps me align with the clients needs from a different perspective and helps me come up with some ideas that I can use on my outreach campaigns. 4) This has nothing to do with Metaview, but I use Speechify to read everything (and I MEAN everything) at 2.5x speed in my voice, because for those who know...I like to hear myself talk 🤪

The Recruiter vs AI Debate...who comes out on top? My company, Resource Solutions, is running a thought-provoking study exploring the perceptions and preferences of job seekers compared to HR leaders regarding messages written by recruiters versus AI.   No matter where you are in your career, your response will contribute to valuable data that will be released in a report to help recruitment teams refine their candidate strategies. Take the survey here: https://lnkd.in/eap5TSwS

The ICO’s recent audit of AI-powered recruitment tools uncovered both challenges and opportunities for improving data protection practices. In response, the ICO issued nearly 300 recommendations aimed at helping AI providers and recruiters align with UK data protection laws. Here are the key takeaways: Minimize Data Collection: Only collect the essential personal data necessary for recruitment. Avoid gathering excessive or irrelevant information, ensuring compliance with data minimization principles. Transparency and Fairness: Be clear with candidates about how their data is being processed. Providers should explain the use of AI tools in detail, fostering trust and ensuring fair treatment throughout the recruitment process. Lawful Data Processing: Ensure that all personal data, especially sensitive characteristics like gender or ethnicity, is processed lawfully and with explicit consent when required. Avoid using inferred data without a legal basis. Conduct Risk Assessments: Regularly assess the privacy risks associated with AI recruitment tools. This includes understanding the impact on candidates’ rights and ensuring that AI systems are unbiased and accurate. Clear Roles and Responsibilities: Clearly define roles between AI providers and recruiters. AI providers should avoid misclassifying themselves as data processors and should ensure that compliance responsibilities are clearly laid out in contracts. By implementing these recommendations, organizations can innovate confidently while protecting candidates' privacy and building trust with the public. #AIinRecruitment #DataProtection #GDPR #ArtificialIntelligence #PrivacyCompliance

In a CareerBuilder / Morning Consult survey, found half of responders felt AI positively impacted quality of hires. Have you looked at how you can use AI to maintain or improve your hire quality? 🗒️https://lnkd.in/gfUrjAgH #aiinhr #recruitingstrategy #hrtechnology

Predictive analytics aren’t just for forecasting weather or stock trends; they’re shaping the future of recruitment. With the power of AI, predictive analytic tools can assess candidate suitability with impressive accuracy, allowing recruiters to make more informed decisions. See it for yourself www.smartai.com.au/demo #PredictiveAnalytics #AIAdvancements #smartAI #RecruitmentRevolution #AIRecruitment #RecruitmentTech 

Want to know the latest on how AI is changing recruitment? 👀Check out this write-up from a MIT Working Group featuring Thomas Jajeh, our Chief Digital Officer. On the call, Thomas shared how he and his team are focused on how LLMs can augment recruiting and the worker experience. Plus, learn how we evaluate generative AI as a capability for good, partnering with human intelligence. Thomas discusses how we recognize that the models and the potential use cases will change, and they want to have the skill to adapt and understand where they can use the technology to their advantage. Learn more from Thomas in this exciting write-up: