Tory M.’s Post

“Entire HR Team Fired After Manager Uses His Own Resume To Prove Their System Is Auto-Rejecting All Candidates” That’s the headline I’ve just read… wow! This recent incident highlights a major flaw in the recruitment process driven by technology. A manager discovered that his company’s applicant tracking system (ATS) was auto-rejecting all candidates, including his own resume, without any review. This revelation led to the firing of the entire HR team. The situation underscores growing concerns about how poorly implemented recruitment technologies, such as ATS and AI-driven systems, are contributing to unfair and ineffective hiring practices. Often, these systems reject resumes due to minor deviations from a rigid format, leading to qualified candidates being excluded, and potentially exacerbating discrimination. **Recommendations to Avoid such Issues:** 1. **Regular System Testing:** Companies should regularly audit their ATS to ensure it's functioning correctly and not rejecting resumes due to avoidable errors, such as formatting or gaps in employment history. 2. **Human Oversight:** While automation can streamline processes, it’s crucial to have human oversight at critical stages to ensure qualified candidates aren’t missed due to rigid algorithmic rules. 3. **AI Bias Mitigation:** Companies should implement strategies to reduce AI bias in recruitment, including training algorithms to recognize non-traditional career paths and avoid discrimination based on gaps or other common deviations. 4. **Customizable Filters:** Recruiters should ensure that ATS filters are flexible and tailored to each job role, allowing for broader acceptance of diverse candidate profiles. **Shameless Plug** At Hexegic we aim to blend technology with our highly skilled Talent team to create efficiencies in our recruitment processes while recognising we are still dealing with people and their careers!

A company’s entire HR team was laid off after their manager’s own resume was rejected by the company’s automated recruitment system. The manager shared this shocking revelation on Reddit, exposing the flaw that cost his HR team their jobs. This incident begs the question: how many companies are relying on AI-powered ATS systems, thinking they’ll save time and effort, but instead missing out on talented candidates due to narrow algorithm criterias? Great candidates aren’t just about matching keywords—they offer unique skills, experiences, and perspectives. Hiring managers, let’s ensure our systems are balanced with human review. A rejection could mean a lost opportunity for both the company and the candidate. The takeaway: Automation is valuable, but the human touch is irreplaceable. Don’t let technology fully take over the hiring process!

RChilli Inc., a pioneer in AI-powered recruitment solutions, has introduced a groundbreaking Job Zone Plugin that promises to streamline the hiring process. The advanced plugin seamlessly integrates with existing recruitment systems, offering a user-friendly interface and robust features to reduce time-to-hire and improve candidate quality. 'The Job Zone Plugin categorizes occupations based on education, experience, and training requirements, enabling tailored career pathways,' said Vikesh Mandhotra Kumar, Director-Development at RChilli. 'This allows recruiters to match candidates more accurately, reducing turnover and enhancing workforce planning.' The plugin categorizes and ranks applicants based on predefined criteria, such as required education, experience, and training levels, across five Job Zones. This results in a faster, more efficient screening process, enabling recruiters to focus on connecting with top talent. 'Our clients' feedback has been overwhelmingly positive, with many reporting a significant reduction in their time-to-hire metrics,' added Kumar. The Job Zone Plugin's integration capabilities and ability to handle large data volumes without compromising performance make it a strategic partner for recruiters, setting new standards in recruitment efficiency. #hiring #recruitment #jobzone #rchilli #ai #hrtech

4 Benefits of a Recruitment Tool for HR recruiters to Cut Down on Hiring Costs! Interview tools are changing the landscape of hiring for new roles, and so is BarRaiser. As businesses are pacing towards the AI transformation, HR recruiters are also seeking the Midas touch of AI interview tools in the recruitment process.  BarRaiser is the go-to recruitment software for recruiters looking to optimize their hiring process without breaking the bank! 𝐀𝐝𝐯𝐚𝐧𝐜𝐞𝐝 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐓𝐨𝐨𝐥𝐬: With BarRaiser's interview tools, scheduling, conducting, and evaluating interviews become seamless. This leads to a faster hiring process, reducing the time-to-hire and associated costs. 𝐒𝐜𝐚𝐥𝐚𝐛𝐥𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬: By using data-driven insights and comprehensive candidate assessments, BarRaiser helps HR teams make better hiring decisions, leading to higher employee retention and lower turnover costs. 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐝 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: A streamlined recruitment process not only attracts top talent but also enhances the overall candidate experience. This positive experience can reduce the costs related to poor hiring and training. 𝐂𝐮𝐬𝐭𝐨𝐦𝐢𝐳𝐞𝐝 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐖𝐨𝐫𝐤𝐟𝐥𝐨𝐰𝐬: BarRaiser allows HR teams to design and implement customized recruitment workflows tailored to their specific needs. This flexibility leads to more optimized processes and reduces the costs associated with one-size-fits-all solutions. Integrating BarRaiser into your recruitment process is a strategic move towards cost efficiency and high-quality hiring. Adapt to the future of recruitment with BarRaiser and benefit from economical and efficient recruitment solutions. Know more at https://lnkd.in/dSS45RwZ  for a cost-efficient recruitment solution.

Are We Overlooking Talent in the Age of Recruitment Automation? Today’s recruitment process feels like it’s becoming a battle against algorithms. ATS (Applicant Tracking Systems) helps handle the flood of applications, but let’s be honest: are they too focused on keywords and missing out on real potential? Here’s the problem: If you don’t have the “right” certification or degree, your CV might be discarded before a recruiter even gets to see it. But what if the most capable, motivated person for the job isn’t the one with the perfect keywords? What if they’re the ones ready to learn, adapt, and grow every single day until they excel? A diploma or certification shows what you achieved in the past. But true talent the kind that transforms companies comes from passion, commitment, and the drive to improve constantly. Automation is great, but it shouldn’t replace the human element of recruitment. Some of the best hires I’ve seen came from unconventional backgrounds, driven not by credentials but by their dedication to proving their worth. So, how can we rethink hiring to let all profiles shine? - What if we focused more on real-world tasks or challenges instead of just CVs? - Could we improve ATS to value diverse paths like self-taught skills or on-the-job learning? - And most importantly, can we bring back early human interaction to recognize passion and potential before it’s too late? I believe it’s time we started a conversation about how to make recruitment more inclusive and human-centric. Let’s ensure no great talent is left behind just because their journey doesn’t fit into a neat, predefined box. What do you think? Have you ever seen an unconventional profile succeed or struggle with these automated systems yourself? I’d love to hear your thoughts! #Recruitment #HumanCenteredRecruitment #GrowthMindset #DiversityInHiring #FutureOfWork #AutomationInHR

2024 will bring about significant changes in the recruitment world. Here are five trends and projections that will shape the industry: 1. Digitalization will be paramount: Recruitment is set to become fully digitalized. From talent search to onboarding, each stage of the process will be optimized through the use of tools such as ATS. 2. AI will play a central role: Advanced algorithms will analyze data to identify precise matches and assess skills and cultural fit more efficiently. 3. Candidate experience will be a key differentiator: Companies will need to stand out not only for job offerings but also for providing positive and transparent experiences from the first interaction. 4. Competency and potential will be the focus: Assessment will move away from purely technical skills towards a focus on competencies and potential. Companies will seek candidates with soft skills, adaptability, and a capacity for continuous learning. 5. Automation will take the lead: Automation will free up time for teams to focus on strategic decisions by taking the lead in routine administrative tasks such as interview scheduling and document management. It's clear that the recruitment industry is set to undergo a transformation in the coming years. Companies that adapt to these changes will be best placed to attract top talent and stay ahead of the curve.

AI in Recruitment: Revolutionizing Talent Acquisition in 2024 Discover how AI is transforming recruitment. From faster resume screening to unbiased candidate assessments, AI tools like RecruitBPM streamline hiring, save time, and enhance candidate engagement. Stay ahead in the competitive job market and secure top talent effortlessly. Embrace the future of recruitment today! #AIRecruitment #TalentAcquisition #2024Hiring

Let’s Talk Recruitment Preferences: Open-to-Work vs. Employed Candidates I’ve noticed an ongoing debate that always sparks interesting conversations: Do recruiters prefer candidates who are actively "open to work" or those who are already employed? Each group has its unique advantages: Open-to-work candidates are often immediately available, highly motivated, and open to new challenges. With recent shifts in the job market, especially in manufacturing and engineering, these professionals bring fresh energy and flexibility. Currently employed candidates are typically seen as in-demand talent, often perceived as having proven skills and staying power. But reaching them requires tact and strategy, especially in a tight labor market. Here’s where it gets interesting: Some studies suggest a perception bias toward “passive talent” (those employed and not actively seeking), while others highlight the value of candidates who are eager for their next opportunity. But in a time when skilled workers are in high demand and many industries face labor shortages, does this perception still hold true? I’d love to hear from HR professionals, hiring managers, and executives: Do you lean toward one group over the other? Why? Have your preferences shifted with changes in the labor market? What are your thoughts on how AI and recruiting tech may impact this dynamic? Let’s share insights and experiences to understand how hiring strategies are evolving in these critical industries. Drop your thoughts in the comments! 

What if your state-of-the-art recruitment tech is actually costing you top talent? In our rush to streamline hiring, we've inadvertently created digital barriers. Algorithms discard promising candidates, while keyword-stuffed resumes sail through. The result? A talent pool that's wide but shallow. Consider this... A recent study found that 88% of employers believe that they are losing out on highly qualified candidates who are screened out of hiring processes by ATSs because those candidates aren’t submitting ‘ATS-friendly’ resumes. We're letting machines make decisions best left to human intuition. But it's not just about missed opportunities. It's about the ripple effect: - Prolonged time-to-hire - Decreased diversity in candidate pools - Frustrated applicants spreading negative employer brand sentiment So, how do we course-correct? - Blend tech with human insight. Use AI for initial screening, but have human eyes on every shortlist. I can attest to the benefit of this practice. - Prioritize candidate experience. Is your application process a breeze or a bottleneck? Candidates hate it when our systems make them fill out information that is already in their CVs/resumes. - Regularly reassess your ATS filters. Are they truly aligned with job requirements? Remember, recruitment is fundamentally about human connections. Technology should enhance, not replace, this core principle. Are you ready to reclaim the human element in your hiring process? Your next best hire might depend on it. P. S. That robot looks like it has come across my 7-page "Calcium Vitae"! 🤣