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As an HR professional, you know that a good part of your job consists of saying “No.” You reject far more people than you hire, maybe even at a 100:1 ratio in some fields. All that rejecting eats up a lot of your time — but it’s worth it to find the right person for the job you’re trying to fill.

Wouldn’t it be terrific if you could spend less time on “No” and more time with the short list of candidates who might truly be the right person? Artificial intelligence (AI) is starting to make that possible.

How Can AI Help in Recruiting?

One of the top ways that AI helps in the recruiting process is by screening resumes. Given that 75 to 88 percent of the resumes received for a given job are from people who aren’t qualified, all that manual screening amounts to a giant waste of time. Do you really want to spend 23 hours per hire screening resumes and creating a short list?

AI can take over here, speeding through resumes and pulling the most qualified candidates for your personal attention. The automation provided by AI also helps drastically in scheduling interviews and handling rejection letters. Because your time to hire is cut down, you stand a better chance of snagging the best talent before your competitors do.

Are you a bit skeptical about the using a computer to make judgments about humans? Don’t be. AI is able to sort and process that data with a thoroughness that people can’t manage. For example, it can standardize the process of matching job requirements to all the candidates’ skills and experience.

Even better, because AI uses past data to learn and improve its own processes, it can take the past information gathered on various jobs, measuring how various candidates do after they’re hired. Now you know which qualifications actually pair successfully with the job performance your company wants to see. You can hire candidates who are more likely to be productive, to fit in with the company’s culture, and to be happier on the job, reducing turnover down the road.

The result of incorporating AI software into your recruiting and hiring processes? You’ll have the time to be strategic and proactive, rather than coping with documents all the time. You can put more time into building relationships with candidates and determine their cultural fit with your company because you’re not distracted by tasks involving the people you already know you’re not going to hire.

Finally, because AI lets you track job performance after a candidate is hired, you can determine over time where you’re finding your most successful hires. That way you can determine whether to put more emphasis on seeking personal referrals, posting positions on job boards, or promoting from within. The end result? More time to focus on what matters and less frustration from dealing with paperwork.

AI Features That Augment and Speed Your Hiring Process

AI shows up in several types of recruiting software. One of the most useful is smart screening software. The AI in this software is able to look at the qualifications that previous successful candidates have, applying its everevolving knowledge to the next batch of applicants.

Smart software can also scrape social media and public data, so you learn a little more about candidates than they revealed on their resumes. With all this data, the AI is able to rank and group candidates, providing you with a short list that lets you bring your skills and experience to play where it’s most needed.

Another valuable type of AI for HR is the recruiter chatbot. Your chatbot can handle the day-to-day interactions with each candidate, confirming the receipt of an application, setting up job interviews, sending rejection letters, and keeping short-listed candidates up to date on the status of their application.

While all this chatbot activity certainly frees up your time, it has an added bonus from the applicant’s point of view. Job seekers tend to think negatively about companies that don’t respond to them in a timely manner — which means you could create a negative impression just because your desk is piled high. With an AI chatbot at work, you maintain a positive impression without any impact on your to-do list.

Take a look at some of the specific AI software available to help you with everything from simple tasks to helping you make your assessments:

  • Textio: Helps you create stronger job descriptions that aren’t gender-biased
  • HiredScore and ClearFit: Scans resumes and grades them based on
  • qualifications to avoid keyword searches
  • LinkedIn Recruiter: Matches candidates to potential jobs while weeding out
  • unqualified applicants
  • Fetch: Presents former silver- or bronze-medalist candidates for consideration
  • for new positions
  • Workday: Reviews candidate profiles, imports social media data, schedules
  • interviews, and tracks hiring metrics, all available on mobile devices
  • Engage Talent: Searches for passive seekers and initiates contact as needed
  • Pymetrics: Analyzes the way candidates play games to assess character traits (risk-taking, fairness, etc.), then matches those traits to business roles

Using AI for Future Hires

HR departments are swimming in data, but until now, it’s been difficult and timeconsuming to try to use or even access that data. Maybe you interviewed the perfect candidate for a position you’re trying to fill — but the interview actually took place a year ago, when the candidate was short-listed for a different position that they didn’t get.

With AI, you can now complete a quick search to find that candidate and ascertain that yes, they are indeed a good fit for the current position. You already know they impressed you. Now you can access the transactional data you need to reconnect with them, leapfrogging your hiring process forward, thanks to AI tools. In addition, you have the reassurance that you’re assessing and hiring candidates fairly since AI doesn’t pay attention to keywords like “fraternity” or “Harvard” that might have skewed shortlists in the past.

The Bottom Line

Those HR departments and recruiting firms that have adopted AI software to aid in recruitment have experienced significantly reduced costs per hire, as well as decreases in turnover. At Marquee Staffing, we’re committed to employing stateof- the-art tools to help identify great hires fast in a tight employment market, and we’re ready to help you fill the positions you have open.

At Marquee Staffing, our experienced recruiters specialize in helping our clients find the qualified staff they need at a lower cost.  Contact us today to learn more about our recruitment services in Irvine and beyond.

Chris Kappes, Executive Vice President

With over 20 years of experience in the industry, specializing in Engineering and IT staffing. Chris’s strong understanding of the new product development, NPI, IT infrastructure and cybersecurity process and correlating technological needs of clients has supported the growth of many Southern California technology leaders. Chris Kappes can be contacted at ckappes@marqueewfs.com

 

The post Artificial Intelligence: How IT Can Help HR Professionals appeared first on Marquee Staffing.

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Karry-Ann | Project Management

Kerry-Ann is a very friendly positive and high- energy professional. She is seeking to work in North County San Diego. Ideally she would like to work in Finance, Project Management or Business Consultant. Her expertise is in developing and executing robust business plans. She is very skilled in identifying weaknesses, monitoring existing business practices, budgeting and forecasting numbers and recommending effective solutions. Kerry Ann, served as a Marine for eight years, she was named Marine of the Year in 2012 for developing a maintenance tracking program that increased equipment readiness throughout the Marine Corps. The Program is currently used throughout the organization and is now called GCSS.

Kerry Ann would be an asset to any company!

The post Meet Kerry-Ann! Top Talent at Marquee Staffing appeared first on Marquee Staffing.

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Josh Strickfaden | Financial Writer

Josh graduated from UCLA with an M.A. in East Asian Studies and B.A.s in Economics and Asian Humanities, receiving Cum Laude and Phi Beta Kappa distinctions. With 2 years of internship experience in financial writing, research and marketing, Josh has had opportunities ranging from writing personal finance articles generating over 220,000 views to working on a quarter-long financial research project in Japan. Currently, Josh is seeking full-time opportunities to apply his strengths in writing, research and math in the financial services industry.

The post Meet Josh! Top Talent at Marquee Staffing appeared first on Marquee Staffing.

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Marquee Staffing by Tiffany Zendejas - 11M ago

Meet Nina McCann! Nina is a Veteran’s Outreach Specialist for Marquee Staffing-learn more about Nina outside of the office!

What is the first thing you notice on a resume?

Format consistence

Who would you most want to meet, living or dead?  

President Ronald Reagan

What is your motto?

Treat people the same as you want to be treated

What is your biggest pet peeve at the office?

Lack of or vague subject title on emails

What is your favorite spot on the weekends?  

My backyard patio at sunset

If you could only eat one thing for the rest of your life, what would it be?

Cookies

What item do you always have on you?

Wedding ring

What is the best movie of all time?

Titanic

What did you want to be when you were little?

Model

Cats or dogs?

Dogs

The post Meet Marquee-Nina McCann appeared first on Marquee Staffing.

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Millennials now make up a considerable portion of the workforce, which means many workplace standards are being refined to recruit and retain this new generation’s talent. For the most part, millennials tend not to favor prior workplace norms; this leads employers to adjust standards in turn for increased employee productivity and engagement.

Stability, Mobility, & Meaning

Unlike previous generations, a millennial’s ideal position isn’t defined by having their own cubicle to sit in from 9-5, Monday-Friday. Millennials are often more satisfied with their career when given the opportunity to continuously learn and grow by putting new knowledge into practice. This can be done by providing courses, webinars, and social networking events for employees to attend. A recent LinkedIn article makes a good point when addressing the topic of millennial entitlement- most millennials are not asking for brand new roles 1 year into their career, rather they are asking for new ways to grow and develop with the company. Millennials are eager to increase their productivity and involvement when given the opportunity to take on new tasks.

Retention rates seem to fall when millennials are given repetitive, entry level work for extended periods of time. As stated in a recent article, an effective way to retain millennial talent is to allow them to collaborate in teams or lead small projects. Millennials are more inclined to stay engaged when they feel their work has meaning, and they are contributing to a common company goal wide goal.

Work/Life Balance

Millennials are the first generation to have grown up being completely surrounded with technology, meaning, it comes very natural to them. That being said, given the immense technology we readily have available, the standard 9-5 in an office doesn’t seem to make sense when some work can easily be done remotely. According to Forbes, 77% of millennials say that flexible work hours would make the workplace more productive. Since many millennials favor flexibility over pay, the careful blend of work life and personal life is of great importance. If they are able to work in a favorable environment chances are they will be much more engaged and productive, while also increasing retention rates.

Due to the growing number of millennials continuing to enter the workforce, the transition away from standard workplace norms seems to be inevitable. However, embracing these changes will greatly increase the productivity and engagement of not only millennials, but employees company wide.

Marquee Staffing recruiters specialize in placing talent in some of the most desirable areas in Southern California, including Irvine, San Diego, Orange County, Oceanside, Silicon Valley, and Carlsbad. We also provide the benefit of our knowledge and experience to help you improve employee retention, productivity and much more.

The post How To Recruit & Retain Millennials appeared first on Marquee Staffing.

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The Importance of Soft Skills

What sets the most successful candidates apart from the rest? Soft skills. These types of skills are not easily acquired by simply reading a textbook, attending a class, or researching the Internet-which is why they can be so valuable for a job seeker to attain. Although these skills may be difficult to define, they are becoming increasingly important in competitive job markets.

Important Soft Skills

According to a recent Monster article, the most important soft skills are those that grow relationships and create opportunities. It is obviously necessary for a candidate to perform the technical elements of a job proficiently, however being able to contribute to a team by leading and communicating effectively is just as important.

The perfect candidate needs to be able to have the social and interpersonal skills necessary to work efficiently and effectively with their team as well. In a recent CareerBuilder article, it is stated that professionalism and interpersonal skills are of great importance during the hiring process. A candidate that has the perfect technical skills, but lacks interpersonal skills may be surpassed for a candidate that can adequately perform both.

Problem solving and adaptability are also soft skills that hiring managers may take note of during the interview and hiring process, as stated by Forbes.  It may be problematic to hire an employee that hinders productivity due to lack of flexibility, adaptability, or problem solving abilities. A candidate brings great value to a team/company when they are able to focus on a problem, explain it, adapt, and solve it in order to complete important tasks and projects.

How To Utilize Soft Skills During Your Job Search

A great way to show soft skills on your resume is to highlight specific projects where you have utilized and excelled using these specific skills-for guidance refer to this article. Although it is more difficult to quantify soft skills, it is important to highlight these as strengths with as much detail as possible.

Interviews are also a crucial time to show your soft skills. Body language and ability to carry a conversation fluidly are the easiest ways to show you have soft skill abilities. This is also a great opportunity to give specific examples of times you have shown leadership, problem-solving, or adaptability skills within a professional setting.

Increasingly competitive job markets means that job seekers must highlight their technical abilities as well as their interpersonal and dynamic abilities. Although soft skills may not be as easy to list off on a resume or explain during an interview, they can make all the difference in the hiring process- so it is important they do not get left out!

Marquee Staffing recruiters specialize in placing talent in some of the most desirable areas in Southern California, including Irvine, San Diego, Orange County, Oceanside, Silicon Valley, and Carlsbad. We also provide the benefit of our knowledge and experience to help you improve employee retention, productivity and much more.

The post Soft Skills Are Becoming Just As Important As Technical Skills appeared first on Marquee Staffing.

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