JRoss Hospitality Recruiters’ Post

Empathy doesn't get the same attention as AI these days, but it holds great power. Combining empathy with technology to enhance the recruitment process is a real superpower! #EmployerEmpathy #RecruitmentInnovation"#EmployerEmpathy #RecruitmentInnovation #AI #EI

👥💼 In today's recruitment landscape, there's been a significant shift towards employing AI tools in an attempt to streamline the hiring process. But what impact is this having on the human touch, the personal connection that has always been at the heart of recruitment? 🤔 I've been in the recruitment industry for nearly two decades, and I've seen a myriad of trends come and go. And while I appreciate the role technology plays in our sector, I believe it's important to approach AI with a level of skepticism. After spending years in this field, I've seen firsthand the magic that happens when the right person is placed in their dream job. And that 'matchmaking' process - it's not just about what's on paper. It's about the connection, the chemistry, whether the person will vibe with the team, fit the culture. Can an AI system really assess all these nuances? While we cannot ignore the efficiency that AI brings, it's crucial we don't lose sight of the importance of human interaction in recruitment. Let's use AI as a tool to assist us, not replace us. 🤝 In the end, recruitment isn't just about filling a job role - it's about nurturing talent, and that requires a personal touch, patience and understanding. Attributes that, for now, are uniquely human. What are your thoughts on this? #recruitment #AI #Hiring #TalentManagement #TalentAcquisition

AI beats humans on skills based hiring ‼️ A bold claim from a recruiter. But let me explain… Last week I spoke on a panel at Kent Business Summit. It was an amazing day full of insight and connection 🔥 One of the take aways from the day: “John Parkinson, Director of HR GO, has partnered with Kent academics to use machine learning to help businesses understand where skills will transfer within company. In the future, he predicts that more businesses will prioritise skills over experience in the recruitment process, of which the panel agreed leadership and management are some of the most sought after.” (https://lnkd.in/eD-fjXhA) Skills based approaches to hiring are superior. They widen the talent pool for companies and remove bias. 📈 Just because someone worked for a competitor of yours in the past or has the same qualifications you’re used to hiring for, doesn’t mean they’ll have the skills you need now or in the future. 🥷 Machine Learning has an amazing solution to this problem, because it sees the CV as data, and it can calculate the ‘distance’ between a person and the job, not just matching word for word their skills. ✔️ This means that someone with skills ‘close’ to the ones you’re looking for, which are transferable, would be revealed much better than with old fashioned keyword searches. 🤢 At HRGO Recruitment we use OpenAI to convert vacancies and candidates into clouds of data so we can see where they overlap. ⛅️ These tools, in the hands of our super recruiters 🦸♀️ 🦸♂️, make sure we identify the best candidates for our clients, from the millions looking for new roles. We believe humans (our consultants) will always be the most important element of our recruitment service. But we have to develop the best tools in the market, because in the words of Karim Lakhani “AI is not going to replace humans, but humans with AI are going to replace humans without AI”. Are you using AI in your hiring process yet or have you adopted a skills based approach?

I am compelled to write this post after some fruitful first hand experiences and a lot of huddle among recruiters. since the buzz is #AI everywhere, we as a recruitment team are updating not only in fundamentals but also shopping around on those tools that will change our working model. we did come across a spectrum of functionalities, some raised eyebrows, some puzzled, few on the cusp of claiming and a few still in cooking. what amazed us is :what will be tough for #AI to imitate immediately - intuition - probing - influencing - negotiation - persistency undoubtedly, scale, stamp, efficiency is an immediate one to leverage but this is a recruitment perspective. Hiring managers to deal with bots to fix recruitment is a mindset and its needs to be one single conveyer which someone will hopefully solve someday. all the best #AI

1️⃣ Do you already use AI in your recruiting process? 2️⃣ Do your recruitment agency suppliers use AI to improve their service? 💡 If the answer is no to the above two questions, then HRGO Recruitment have a real-life workable solution, that will not only speed up the recruiting process but also improve the quality of the candidates that you receive from us. 📩 Message me to find out more or read the post below from HRGO CEO John Parkinson because the future is already here. 🛰 #solar #solarfarms #hrgo #renewables #solarpv #solarenergy #wind #ashp #ev #ai

The job market isn't pretty right now. I've heard of some companies receiving anywhere from 500-1000 applications per job posting. How are the employers narrowing down top candidates? The reality is that these employers are not manually sifting through these resumes. #AI is here, and #AI tools are being used by employers to narrow down top candidates amongst a sea of prospects. Similarly, if you are an L&D leader, are you manually reviewing each individual open text comment an employee submits? What kind of time allocation does this require, and how do you seek your top comments amongst thousands of other comments? If this is a challenge you are currently dealing with as an L&D leader, message me to learn more about how Explorance's #AI Powered Voice of the employee - MLY, can help you become effective and efficient in hearing what your employees truly have to say. #AI #learninganddevelopment #Employeefeedback

Barb Hyman put it succinctly: we can't get rid of unconscious bias because it's unconscious. AI has the potential to make the job application process less biased and more inclusive, ultimately helping employers find talent more effectively in the face of low employment rates. #AI #UnconsciousBias #Employment

Can AI Really Replace Human Judgment in Recruitment? 🤔 While AI has undoubtedly revolutionized various industries, its role in recruitment remains a topic of debate. AI-powered tools can efficiently sift through resumes, analyze data, and even conduct initial interviews. However, can they truly replace the nuanced judgment and empathy that humans bring to the hiring process? Human judgment considers not only qualifications but also cultural fit, soft skills, and potential for growth. Concerns about bias in AI algorithms persist, raising questions about fairness and inclusivity. So, while AI can streamline certain aspects of recruitment, the essence of human judgment may remain irreplaceable. What do you think? #AIRecruitment #HumanJudgment #HiringProcess #RecruitmentTech #EmpathyInHiring #RecruitmentTrends

Only 62% of candidates would/ are using AI for their job search! Here are a few ideas I have on how to use AI whilst job hunting: 🎯 Leverage AI to identify the firms which are hiring in your industry 💻 Use AI job search platforms like Socially Recruited to get matched with relevant job openings based on your skills and experience. 🗒 Optimise your resume for AI screening by incorporating keywords from the job description and highlighting relevant quantifiable achievements. 🗣 Practice interviews with AI video interview software like Huru - AI Job Interview Preparation App to get feedback on your verbal and nonverbal responses. ✍ Leverage AI writing tools to craft targeted cover letters that showcase your top qualifications. 👩💻 Use AI-powered networking apps like MeetFrank to expand your professional connections. 🤑 Utilize AI job coach chatbots for tips on interview preparation, salary negotiation, and more. 💡 Stay on top of your job search progress using AI job search trackers. CC:Chris Haslam

I had a couple of interesting conversations last week with regard to #AI in recruitment and if I'm going to be out of a job soon. I know this has been discussed, perhaps to death, but I wanted to stick my 2 pennies worth in. In short no, I don't believe it can completely replace human recruiters. AI can be SUPER useful in streamlining processes, removing bias and refining numbers at application stage (if you're swamped that is). However, I'm a great believer in the human touch, I can't see how AI can ever replace having that great initial conversation, getting excited about a company, selling the culture, building trust etc. I've seen things like initial screens being done by AI and sourcing automation amongst other things, but I'm not confident you can completely replace a human in these things. Automation for sourcing is great, but a good, experienced recruiter can see past the black and white of an online presence, understand transferable skills and work with HM's to think outside the box. As for initial screens, I can't see how a candidate could get excited by a company if they don't have a human to engage with in the early stages. Us recruiters and TA's live and breathe the companies we work for/at and find it easy to show this. AI recruitment tools yes, but entirely replacing? Maybe I'm a dinosaur, maybe I will in fact be changing careers as my skills and knowledge become obsolete. Or, maybe those of us who stick with it will become really desirable as the need for humans is actually increased. Am I missing something? Do you think we'll all be gone soon? #AIrecruitment #futurerecruitment #humanrecruitersforever