Automate and Augment Hiring, Talent Mobility, and Flexible Workforce Management with HiredScore for SAP
Over the past decade, companies of all sizes have focused on implementing and adopting HR systems, from an ATS to attract and hire the best talent, to a CRM for passive talent management, to an HCM to manage the workforce, a VMS to support growing contingent workforce needs, an LMS to train/develop the workforce, and more. In the age of artificial intelligence, these systems, once-implemented, can be leveraged to transform any company’s critical Talent Acquisition and Talent Management processes to benefit from efficiency and effectiveness-improving process automation and augmentation. HiredScore’s partnership with SAP is the unique convergence of SAP’s best-of-breed, global HR systems with HiredScore’s industry-leading innovation in compliant, global, and Fortune 500-focused AI for HR. Continue reading “Unleash Artificial Intelligence for Global, Unbiased Talent Management with HiredScore”
“Getting Ahead of the Curve: How the Use of AI in HR Benefits Employers and Candidates”
Dr. Zev Eigen, Global Director of Data Analytics with Littler, hosts Athena Karp, CEO and Founder of HiredScore, for the next installment of the Big Data Initiative Podcast series. Athena describes HiredScore’s ability to use AI to learn about client data and then harness that data to prioritize applicants and streamline the hiring process. Zev and Athena discuss employers’ growing interest in implementing data driven functions across their organizations, including HR, as well as the challenges – including the legal risks – associated with such changes. They address how to manage these risks, maximize the benefits of using technology, and how appropriate application of AI can unlock potential both for employers and for individuals.
We are thankful to Littler for sharing the podcast here.
Jesse Berliner-Sachs shares his experience as a Development and Operations intern at HiredScore. Jesse joined the team for the summer of 2017 before returning to study for his B.S.E. in Computer Science and B.A. in Political Science at the University of Pennsylvania.
From my first day at the HiredScore office in downtown Tel Aviv, one thing was immediately clear: studying computer science and working in tech are two completely different fields. I might be able to describe Dijkstra’s shortest path algorithm, but if I can’t push changes to Github how can I contribute to the team? Bridging that divide between education and practice can be difficult, but that is exactly what made my Internship at HiredScore, the team I worked with, and the work I did so meaningful. The HiredScore Engineering team worked to give me projects that utilized what I had learned in school and applied those skills to solve real challenges the company faced.
The memory which has stuck with me the most from my time at HiredScore was not the interesting projects I got to be a part of, or the fun business lunches we’d have in Tel Aviv, but instead the people I worked with and specifically how they wanted me to grow and improve over the summer. Every task I worked on was designed as much to develop my skill set as it was to help the company. While the startup culture is by nature fast-paced and rigorous, I never felt left behind. The Israeli culture is one where you are expected to speak up and say what you want. This summer taught me the importance of asking for help and being vocal in my opinions. Whenever I was stuck on something, I knew I could reach out to my mentors and never be seen as a bother. Whenever I felt something wasn’t being done in the best way I felt confident in sharing my opinion.
I began my summer at HiredScore with no knowledge of what it was like to work at a tech startup or how to practically use my computer science skills. I came away a better software engineer but also with a confidence to take on full projects on my own, the ability to learn new skills along the way, and the knowledge that it is ok to ask for help and state my opinions. Working at HiredScore was a great way to start my career in Tech.
Expert Tips from KPMG’s Katie Eiseman, Associate Director of Internal Operations and Systems
We know great Talent Acquisition leaders are always on the lookout for high impact innovations that can transform the way their company hires and attracts top talent. New technologies allow recruiters to focus more of their valuable time on strategic and high-value work, such as providing an excellent candidate experience and sourcing those difficult-to-fill roles. Today’s recruiting processes require teams to spend an overwhelming amount of time performing cumbersome administrative tasks, such as manual candidate screening and passive talent searches, seemingly endless data entries, and painstaking resume review. However, new technologies are increasingly available to TA organizations to remove these pain points and deliver extreme efficiencies and benefits – as long as change, adoption, and engagement are properly managed. Continue reading “5 Keys to Successful Tech Adoption”
TL;DR; The right problem, the right market, the right team and the right reason…
Talk to people about the keys to building a successful company and you will quickly reach the inevitable topic of employees. Which begs the question: If employees are so important, how is it that the recruitment process is so unstructured, unmeasurable and sadly biased in many cases?
Think of the last time you recruited someone. Try to reverse engineer the process from job posting to screening to interviewing to the final offer and ask yourself two kinds of questions about each step:
Why did I…? How can I assess…?
- Why did I choose to use this specific wording when I posted the job?
- How can I assess if the job post will yield the candidates I’m looking for?
- Why did I pick that person from a pile of 50 CVs while screening?
- How can I assess the quality of my screening?
- Why did I ask those specific questions, and not others, in the initial phone interview?
- How can I assess the quality of my phone interview conclusion?
- Why did I reject this candidate?
- How can I assess the quality of my decision?
Well if your answer to all the question above starts with “HMMMMMMMM” you’re not alone. Continue reading “Why Am I Excited to Join HiredScore?”
As recruiting leaders, we’ve tapped every source for talent out there to help our businesses hire the best: from agencies to LinkedIn, catch-all job boards to niche talent marketplaces. We invest an average of 10% or more of our annual budgets on marketing to capture active candidates, and yet most (if not all) companies must still deploy a passive search strategy to boot. However, there is one stone left unturned and it’s a well-kept secret among the most data-driven Fortune 1000’s. What is this sacred talent goldmine, you ask? Your own employees!
Consider this scenario: one of your team members gets an email from a corporate recruiter a few blocks away. The recruiter has a practiced elevator pitch, says something that resonates about an exciting role with new challenges and more responsibility, and all of a sudden, your prized team member is surreptitiously meeting them for coffee on a Friday afternoon. It’s happening in cafes across America as we speak.
Perhaps we’ve all accepted turnover to be an unavoidable challenge as leaders of top talent; our superstars will inevitably get snatched up by our fiercest competitors. Yet instead, imagine if that email had come from a recruiter within the employee’s organization. We should take a cue from our competitors who are already sourcing from our employee population: we must source from this talent rich pool, as well, or lose top talent to them. Continue reading “The Best Talent Pool Your Recruiters Aren’t Using”
If you don’t have a data-driven HR process today, you will in the future. According to Josh Bersin, “your ability to harness and understand the data about your people is becoming core to HR’s mission” (check out his blog post here: The Bold New World of Talent: Predictions for 2016). With that in mind, it’s no wonder that most leaders I encounter tell me that they are looking to make a shift to a new ATS that will streamline recruiter process and improve data capture for the future. Continue reading “How to Avoid the Biggest Cost of Switching Applicant Tracking Systems”