While we all understand that the world is rapidly changing, it can be difficult to understand the scope of that evolution. Not only technologically, but socially there is a sea change that radically alters the way that we interact with one another, the way we live, and most importantly for this topic, the way we work.
The Senior Living industry is suffering from a workforce crisis. Due to rapid expansion and more people retiring to assisted living communities, companies have to pay more to find quality personal care aides and support staff for their facilities. And many are not doing themselves any favors with their career web pages.
Lately, we’ve been expanding and, therefore, hiring, which has forced us to deeply consider what our talent brand is. Have you spent any time thinking about yours?
You may find it incredibly surprising that so many companies don’t yet have an Applicant Tracking System (ATS). Or, if you're reading this, you might actually be someone that isn't?
Despite 98% of the Fortune 500 doing so, only about 60% of mid-sized companies use an ATS. Some larger corporations, like startups and smaller organizations, are relying on Excel sheets and similar solutions instead. While it is certainly possible to do this, it’s often really inefficient. And in a climate where an ATS is starting to get less expensive can the spreadsheet way still be justified?
As your business expands, you as a founder or CEO need to learn to start delegating more responsibilities, not least being recruiting. This can be incredibly difficult, especially if you’ve been involved in all of the hiring up until this point. However, it is important to get out of the way and focus on running the company, so now is the time to make that transition.
Here are four tips that will make that transition a little easier.
Your recruiting web page is far too complex. I know that you want it to look good, with nice graphics, plenty of fields for data, and a complex search engine that will display every job to every candidate whenever they look.
But that’s not the way to get high quality applicants, nor is it an efficient method for attracting candidates. There’s a reason why 60% of job seekers quit in the middle of filling out an application.
At Talentify, we are big believers in the power of data. To know is to be able to act in a deliberate manner, and that is far more likely to yield results than guesses, no matter how educated.
However, as human beings we don’t always know how to read that data, nor do we necessarily have the experience necessary to understand how best to react. That’s one of the main reasons why it’s important to rely on tools when you have to. And the best, most advanced tools available today incorporate machine learning.
The world has changed, particularly when it comes to talent acquisition. There has been a shift where companies have to genuinely compete in order to recruit top talent. This means better sourcing, increased candidate engagement, and strategic spending on the many job posting services available.
Fortunately, all of these issues can be addressed through the utilization of programmatic recruiting solutions like Talentify.
Think AI will replace recruiters? Think again. It’s making them more powerful than ever as ambassadors, overseers, and protectors of their companies’ values.
For all the headlines it has managed to grab lately, artificial intelligence remains a bit of an enigma — and a somewhat alarming one at that. With reports that up to half of all the activities people are paid to do could potentially be automated, modern AI, machine learning, and robotics sometimes get a bad rap — and it’s easy to get concerned.