Techstars Berlin’s Post

Is AI Helping or Hindering Candidate Experience?: The dawn of AI in recruitment has been hailed as a game-changer, a disruptive force poised to revolutionize how companies identify, attract, and hire talent. From algorithmic resume screenings to AI-driven interviews, the promise is clear: enhanced efficiency, reduced bias, and a more streamlined hiring process.  But as we dive deeper into the AI-driven recruitment […] The post Is AI Helping or Hindering Candidate Experience? appeared first on SocialTalent. http://dlvr.it/TBz8py

All job aspirant out there be part of be part of recruitment revolution at getscreened.in , we have onboarded around 10 companies now !!! and in journey onboarding many more in coming month(s) . Come and experience new way of recruitment with #ai by following two simple steps 1. Talk to ai by following this https://lnkd.in/djx_Y5Ch on getscreened.in 2. Do not shy to spread this across friend and companies https://lnkd.in/d3Re5U8j to show off your skills and get recruited fast !!! #gescreenedkiyakya #getscreened #varahitechnologies

I've been refining my resume and interview skills to align with AI-driven recruiting processes. Recently, I stumbled upon an insightful article highlighting how this tech can impede the vital human interaction necessary for fostering inclusive hiring practices. This resonates with my own encounters. Hope you know you are not alone. ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ Read more about the impact of automation tools on AI resumes and human vetting: https://lnkd.in/gpZaN_e2

I'm a CEO and can tell when an application is AI-generated. Here's how to use AI strategically without getting yourself in trouble. https://lnkd.in/eY9veFKX In today’s fast-paced recruitment landscape, it’s essential to look beyond AI-enhanced resumes. At Sumter LGC, our hiring process prioritizes a holistic view of each candidate. While a well-crafted resume may catch our attention, our behavioral interviews allow us to delve deeper, evaluating how applicants respond to real-life challenges and emergencies within their departments. By understanding their problem-solving skills, adaptability, and decision-making process, we ensure that each hire aligns with the role and your values and culture. AI can be a useful tool when used strategically, but it’s the human insights that truly reveal a candidate’s potential for success within an organization.

Get ready to be "AI-botted" during your next job application process. I have heard of people getting "ghosted" during an interview process, how about being "roboted". AI recruiters may rapidly become the new norm.

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"Though AI recruitment tools have historically catered to employers and hiring managers, generative AI (or GenAI) is now empowering job seekers to improve their ability to get hired." #genai #AI #talent #potential

As we near our 1000th interview a shoutout to all candidates out there from all of us "GetScreened Kiya Kya?" . Talk to our #ai and became part of next hiring revolution at getscreened.in #getscreened #varahitechnologies #getscreenedkiyakya Follow below steps to hire sooner than conventional route 1. Get Interviewed with #ai in single step of booking your slot with https://lnkd.in/eY5x95fh 2. share your getscreenedurl with all recruiter out there https://lnkd.in/ep3t5iCs to create an impact with substance

"Technology companies have embraced the efficiencies that artificial intelligence has brought to the hiring process. Now they are dealing with the downside of candidates who leverage it themselves..." So begins a Wall Street Journal Article, and hence mainstream coverage, of a growing problem for employers. As job seekers adopt AI in mass candidates start to look more and more familiar. They begin to look exactly like the ideal candidate described in the job post. When you combine that with the ease with which candidates can apply to jobs using AI, employers face an overwhelming wave of similar-looking resumes and cover letters. Please see Dave Wengel's post below and read the article. In such a disruptive environment, in which job seekers are less hesitant than ever to inflate their qualifications there is opportunity. Especially for those organizations, institutions, and technologies that issue verifiable credentials to help job seekers market their skills and qualifications in a trustworthy way. Talent marketplaces built on verifiable data will help employers identify, recruit, and hire more efficiently. That's not a pipe dream, it's happening and it will come together quickly with these market forces as a tailwind. Here are a few reasons to believe that: 1. The issuance of digital credentials is scaling rapidly. As an example, check out Accredible's recent announcement that they reached the 100,000,000 credentials issued milestone. 2. Interoperability is growing between platforms. Job seekers can now take credentials issued to them through different tech platforms like Accredible, Canvas Credentials (Badgr), and Credly by Pearson, sync them to a digital wallet, integrate their credentials into a resume platform like SmartResume, and build a resume they can use on platforms like Indeed. 3. The Learning and Employment Record-Resume Standard is now available and the first wave of human capital and hiring technology will adopt the standard in 2025. This standard from HR Open Standards Consortium makes it easier for verifiable data to flow through hiring funnels to inform better decision-making at every touch point in the job search and hiring process. 4. Empowerment Technology overall is growing. Job seekers will manage their own personal data lakes and deploy this data in their job search process with personal AI agents. As verifiable data grows, credential wallets they use to manage their credentials will be integrated into the process. AI will start to tune itself to verifiable and validated data. Pain is sometimes a good thing. It catalyzes change. It inspires imagination. It creates urgency. Embrace the urgency.

"In most cases, AI is used as an early screening tool." "There are several types of technology-assisted and AI interviews that exist on a sliding scale of human involvement. With the onset of the pandemic and the continued rise of remote work, video-based interviews became more popular. These still involved humans on both sides, but those humans were geographically separated. Automated or asynchronous video interviews (AVI) represent the next evolution. Both parties participate on-demand, with the recruiter providing written or recorded questions and candidates logging in to write or record responses." Our comment: Employers need to check a person's competence (via a Recruiter) and also character (via HR or Security). Our #CleardLifeAi #VettingAsAService uses automated audio interviews to review a person's background of which the analysis is checked by a qualified vetting analyst. Read more: https://lnkd.in/ekEtv8rk