HiredScore Recognized by HRExaminer on 2020 HR Watchlist for Most Innovative AI

HiredScore, a global leader in Artificial Intelligence for HR solutions, has been recognized by the HRExaminer in its 2020 Watchlist of the most innovative AI in HR Tech companies. HRExaminer’s distinction is another accolade for HiredScore’s best-in-class products for delivering business value and industry transformation, including of HiredScore’s Spotlight (real-time candidate scoring) and HiredScore’s Fetch (sourcing automation of past ATS, CRM leads, employee mobility, and gig workforce). HiredScore’s AI solutions, particularly Fetch, are uniquely enabling the shift to data-driven HR and strategic talent advisory for recruiters, sourcers, hiring managers, and talent management teams.

The 2020 Watchlist, which includes HiredScore among the most cutting-edge HR Tech vendors, can be found here.

HiredScore’s clients typically receive between 300,000 – 1.6 million applications per year, with on average 1% – 3% of applicants successfully receiving a job offer, and over 100,000 to 1+ million passive leads in the CRM and talent communities. With HiredScore’s Fetch seamlessly integrated with client’s ATS, CRM, HCM, VMS, and LMS, the technology is able to surface the most relevant and likely to convert passive leads from the past ATS database of unsuccessful applicants, CRM pipelines, employee populations, and gig workers, ensuring the company stays true to promises of reapproaching talent for relevant jobs in the future, proactively recommending employees for promotions & mobility, and activating CRM pipelines, talent pools, and alumni populations for mutually interesting opportunities at the right time. HiredScore’s Fetch ensures that leads are surfaced in a fair and bias-free manner aligned with the job qualifications and with unprecedented conversion to apply and hire rates for passive leads.

Athena Karp, CEO & Founder of HiredScore, remarks: “I am thrilled to earn this recognition as this award distinguishes HiredScore’s next generation sourcing automation solutions, uniquely built and applied to talent acquisition for the largest global companies across all job types and areas of work. HiredScore’s dedication to exclusively creating and supporting AI technology for Talent Acquisition and Talent Management teams has lead to our unparalleled predictive accuracy, record engagement and adoption, 30 – 90 days time to value, fully synchronized and partially automated integrations, and rigorous bias mitigation and compliance standards. We are proud to support a growing group of Fortune 500 clients as they innovative their TA functions and implement HiredScore’s AI solutions.”

About HiredScore: HiredScore is an artificial intelligence HR technology company powering the global Fortune 500. HiredScore leverages the power of data science and machine learning to improve hiring processes, talent mobility, candidate experience, and help organizations adapt for the future of work. HiredScore has won best-in-class recognition for delivering business value and industry transformation.

About HRExaminer: HRExaminer.com is an independent analyst of HRTechnology focused on the emergence of intelligent tools. The company produces media (reports, podcasts, books, articles, and a weekly newsletter). The company also provides advisory services to practitioners and vendors specializing in the development of HR Tech Strategy.

Unleash Artificial Intelligence for Global, Unbiased Talent Management with HiredScore

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”

5 Keys to Successful Tech Adoption

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”

Why Am I Excited to Join HiredScore?

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?”

The Best Talent Pool Your Recruiters Aren’t Using

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”

How to Avoid the Biggest Cost of Switching Applicant Tracking Systems

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”

Retaining Ambitious Talent in a Conservative Organization

In the increasingly competitive market for top talent, aptly coined the ‘War for Talent’, retaining top HR and Recruiting professionals is just as challenging as it is for the business groups we support. Ambitious professionals have their pick of employers. Let’s assume that you’ve succeeded in attracting and subsequently hiring a superstar. Your next challenge is to keep them. To maximize retention of the all-time greats, how does the best leader run his or her team? In three words: like a startup. Continue reading “Retaining Ambitious Talent in a Conservative Organization”