Talent Attraction And Recruitment

Question 1

What are the impacts of changes on HR Planning?

Answer 1

• With big data analysis, HR planning can change.
• Data analytics can show commonalitites amongst high and low performers by introducing several independent variables.

Question 2

What is AI?

Answer 2

• Machine learning, network, national language processing, big data.
• Should not be confused with robotics: AI is software, robotics is hardware.
• AI can adapt to what you are doing and change the way it thinks considering the output.
• Machines do not have the temporal bias that human have. They have more information on everything. This helps to improve HR planning.

Question 3

What is the Employee Value Proposition?

Answer 3

• Characteristics that a company has that will provide value for the employee.
• “Why should I work for your company, what’s in it for me?”
• Companies must develop an EVP and promote it both to the target groups and internally.
• If they succeed, they can develop a workforce committed to the set of values and goals that the company communicates.

Question 4

What a EVP should include?

Answer 4

1. Company Reputation: Values, social environment, purpose…
2. Type of Jobs Offered: Autonomy, responsibility, teamwork, geographical mobility…
3. Type of Compensation: Pay, advancement opportunities, skill development…

Question 5

Define Employer Brand and Employer Branding

Answer 5

• Employer Brand: What is the company’s image as an employer?
• Employer Branding: Strategy to enhance awareness and perceptions of employees, potential employees, and related stakeholders. Makes people more aware of who you are as an employer.

Question 6

What was the evolution of digital recruitment?

Answer 6

Digital Recruitment 1.0: Digital job boards.

Digital Recruitment 2.0: Ability to aggregate jobs across multiple individual job boards. Digital and social network platforms.

Digital Recruitment 3.0: AI enabled digital recruitment for utreach, screening, assessing and facilitating across stages.

Question 7

What are the challenges of AI recruitment?

Answer 7

• Cost of creating the tools and systems: Unless a company has a large number of hires each year and can amortize the cost of developing and deploying those tools, it may make economic sense to buy tools from external providers.
• Segmentation: Companies might do well to identify important categories of talent.
• Skills: The limited supply of talent who could undertake this challenge and the exploding demand for these people may make internal development simply impractical.
• Privacy: Compliance with data protection legal requirements (e.g. GDPR)
• Perpetuation of Biases: If there has been gender, age, race, education, or other biases in the past and if those emerge in the current high performers in the company who serve as benchmarks, the algorithms will simply learn those pattern.
• 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

Question 8

What is social recruiting?

Answer 8

Proactive process for job seekers and recruiters to search, converse, share, engage and refer each other using social media, web-based and mobile platforms (LinkedIn, Xing, Facebook, Twitter, Google Profile…)

Question 9

Are employee referrals effective?

Answer 9

Employee Referrals are one of the most effective recruitment sources for either passive or active jobseekers.

Question 10

What are the guidelines for e-recruitment?

Answer 10

• 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 the university.
• Transmit unique firm characteristics in a realistic way - EVP.
• Get feedback from candidates concerning implicit or explicit messages transmitted in online recruitment.
• Follow Data Protection Rules