Talent Attraction and Recruitment Flashcards
What has been changing HR Planning and how?
Big data analysis!!
Data analytics can show commonalities among high and low performers
What are the benefits of including data analytics in HR Planning (4)?
- allow to introduce several independent variables (demographics, goals, performance, professional history, tenure);
- create profiles for employees with higher likelihood of succeeding in specific roles;
- highlight how few key roles have a strong impact on the organization’s success;
- speed up project team creation.
Artificial Intelligence and HR Planning
AI can adapt to what you are doing and can change the way it thinks considering the output. To train AI there is 2 options: give a lot of output and let it decide or do not give any output and let the AI program choose. Machines do not have the temporal bias that human have. They have more information on everything. This helps to improve HR planning.
What is Employee Value Proposition?
Needs to be defined to attract talent. It explains why the worker should work for our company instead of somewhere else. What’s in the company for the employee.
The company has to offer more than just money: company culture, type of jobs, type of compensation.
Different employee segments need different value propositions. What you value in the workforce is very different from what your parents value.
What is Employer Brand?
The company’s image as an employer
What is Employer Branding?
Strategy to enhance awareness and perceptions of employees, potential employees, and related stakeholders.
What is the main result of developing an EVP and promoting it?
a workforce committed to the set of values and goals that the company communicates
What 3 things should be included in a company’s EVP?
- Company reputation (values, social environment, purpose)
- Types of jobs offered (autonomy, responsibility, teamwork)
- Types of compensation (pay, skill development)
3 Steps for the Evolution of Recruitment
Digital Recruitment 1.0: digital job boards (Monster)
Digital Recruitment 2.0: ability to aggregate jobs across multiple individual job boards (Indeed);
digital and social network platforms (Linkedin)
Digital Recruitment 3.0 – AI enabled: outreach; screening; assessing; facilitating across
stages
6 Challenges of AI Recruitment
- Cost of creating the tools and systems.
- unless a company has a large number of hires each year and can amortize the cot of developing and ploying those tools, it may make economic sense to buy from external provider - Segmentation
- companies may identify important categories of talent - Skills
- limited supply of talent who could undertake this challenge and exploding demand for these people may make internal development may become impractical - Privacy
- compliance with data protection legal requirements (eg GDPR) - Perpetuation of biases
- gender, age, race, and education biases on the past, they may emerge on the AI results (learn those patterns)~ - Face-to-face final interviews
- not through AI-enabled tools, because candidates must effectively evaluate the company by interacting with the humans in the company
Social Recruiting
Proactive process for job seekers and recruiters to search, converse, share, engage, and refer to each other using social media, web-based and mobile platforms. Good for online realistic job previews.
What are 6 guidelines for e-recruitment
- Firms with good reputation benefit more from e-recruitment
- E-recruitment should not be the only source of applicants
- Use for large numbers of applicants, for highly qualified job candidates, for technological jobs and young graduates leaving university
- Transmit unique firm characteristics in a realistic ways - EVP
- Get feedback from candidates concerning implicit or explicit messages transmitted in online recruitment
- Follow Data Protection Rules
