• ATS
    未来10种改变游戏规则的现代招聘技巧--你不可不知道 作者:Alastair Brown是 BrightHR的首席技术官  数字革命改变了招聘。在过去十年的时间里,人们已经从传统的工作网站转向创新的新的令人兴奋的招聘工具和技术。(2018中国招聘科技论坛可见一斑) 但是,改变游戏规则的招聘技术将会影响您未来的招聘策略? 为方便你快速了解。我们简单介绍下,整体可以看我们AI翻译带来的内容。如果你不喜欢AI翻译的内容,可以访问 HRTechchina.com 阅读英文原文。   1、人工智能 在招聘技术方面,人工智能已经在企业寻找新人才的方式中发挥着重要作用。 它的崛起如此迅速,它在世界领先的媒体出版物中被报道。例如,福布斯在1月份发表了一篇题为人工智能如何改变招募游戏的文章。在这篇文章中,它承认招聘是现代企业最艰难的工作之一。人工智能可以减轻大部分的努力工作。   简化流程至关重要。这是AI特别擅长的一件事。但是什么类型的工具将引领它?以下是一些最强大的选项: 聊天机器人:快速访问候选人,确保合适的候选人,并指导他们找到合适的角色。他们是处理大量优秀人才的被动方式 - 已经很强大,他们有可能为招聘人员节省大量时间。 情感 分析:可用于在偏见或偏见语言的情况下调整工作规范。 人才 重新发现:通过ATS(申请人跟踪系统),AI可以扫描您的数据记录并找到符合该法案的先前候选人。 未来的招聘技术将越来越多地使用AI。   2.虚拟现实 VR是一个令人兴奋的前景。一些行业的VR头戴式耳机旨在比以往更大程度地与候选人接触。 利用VR显示您的业务是技术前沿的创新者。它发出了积极的信息,即使它与你的招聘策略相结合是及时和昂贵的。 来自LinkedIn的这篇文章强调了它的创新性和永远改变招聘的潜力。 许多品牌正在尝试独特的体验来改变其招聘流程 - 例如,在线商店Jet提供其商业文化的VR演示。如果他们选择在那里工作,考生可以从世界上任何地方远程访问这些,以查看他们的存储内容。 未来十年还会有更多这样的事情 - 您的企业如何将其整合到您的招聘策略中?VR的魅力在于它可以为您恰好所处的行业提供独特的解释。 3.被动候选人的崛起 已经发现了未开发的潜在候选人资源!角色中有才华的工作者并没有考虑职业变化。 以诱人的新可能性为目标 - 例如更高的工资和更多的责任 - 可能足以获得他们的兴趣。近年来,确保“被动”候选人的受欢迎程度已经大大增加,因为它可以帮助针对那些没有从一个角色跳到另一个角色的工人。 或者你可以直接找到一个受到你所提供的东西诱惑的顶级天才,或者至少让你在未来几年内放心。   4.视频面试 无论候选人居住在200英里以外还是完全在另一个国家,拖延候选人参加面试的非常古老的做法即将结束。 当我们都可以访问Skype,FaceTime,Google Hangouts以及各种其他形式的即时通信时,浪费时间和金钱。 对于所有相关人员来说,这是一个节省时间的方法 - 您可以在简短的筛选电话后删除不太合适的候选人,然后在您有一两个真正开启之后引入您的最佳选择。 如果你有潜在的海外候选人,他们可能不太热衷于参加第一阶段的面试,这一点尤其有用。   5.社交媒体 这不是最具启发性的观点,但是,是的,社交媒体可以成为招募新人的好地方。 无论是Facebook,Twitter,Instagram,Tumblr,还是LinkedIn等专业网络,您都可以找到各种易于联系的专业人士。 在招聘技术方面,这一项对于针对千禧一代和Z世代特别有效,他们倾向于使用社交媒体而不是X世代及以上。   6.申请人跟踪系统 随着大型和小型企业的兴起,ATS迅速成为招聘软件的领导者。对企业有什么好处?好吧,总结一下: 效率:在一个系统中记录所有招聘活动和候选人信息。 候选人 数据:随着人才将他们的详细信息添加到您的系统中,您可以在将来随时访问任何类似角色的工作人员库。 候选人 经验:对候选人来说更容易,因为您可以满足新的招聘期望,例如基于移动的应用程序环境。 管理员 减少:再次,取消文件柜并通过一个招聘中心简化一切 - 在办公室里不再存在多余的文件! 7 - 开放式职位 您的标准职位描述也在发生变化。一些招聘人员正在尝试新的策略,例如放弃职位。其他人甚至没有特定的规格。 其背后的想法是鼓励所有相关人员雇用高于技能的人。在最近的过去,选择具有最多经验的候选人是很常见的,因为他们必须确保这是最好的选择。 然而,经验并不能解释自然的热情,也不能说明个人是否会自然地融入您的商业文化或现有团队。如果他们非常适合您的办公室,那么培训这样的个人超过六个月或更长时间可以获得长期的回报。   8 - 新的面试技巧 新的招聘技巧带来了新的面试技巧。LinkedIn在其2018年全球招聘趋势报告中指出,旧的面试问题需要进行审核。没有更多“你在五年内看到自己在哪里?”以及更多挑战候选人思考方式的技巧。 FTSE 100人才总监Simon Armstrong在2018年5月透露,他要求候选人在采访中唱歌。如果他们不这样做,那就是面试概述。 虽然极端的例子很多工人,特别是更多内省的工人,都不会有吸引力,但还有其他的策略可供选择。让面试非正式,例如,在咖啡馆 - 喝咖啡,正确地了解你的候选人。 如果你更喜欢西蒙·阿姆斯特朗的方法,你可以随时要求他们进行霹雳舞以完成面试。   9 - 工作面试 如果您渴望测试一些重要角色的顶级候选人,那么工作试镜将为您提供一些额外的见解。 这并不理想,因为你的候选人可能会紧张或不开心你不相信他们的简历中所表现出的专业精神,但它可以提供他们如何开展工作的基本见解。 为了吸引候选人参加试镜,您可以支付他们工作的一天,为他们提供免费午餐,并确保他们在您的工作场所经验丰富的一天为他们提供指导。   10 - Glassdoor 在招聘领域出现的是这项工作搜索,并且至关重要的是公司审查平台。是的,现在是前任或现在,工作人员可以自然地审查业务,这可能导致一些心怀不满的工人离开你时,你的业务私人运作可能不会过于自豪。 该网站越来越受欢迎。它可能成为许多年轻工人的首选来源,他们正在寻找有关为您的企业工作的深刻细节。他们是否因加班而获得报酬?工作/个人生活平衡是什么样的?如果犯了错误,首席执行官是否喜欢向员工扔东西?所有这一切现在都可以揭晓,所以现在是解决企业日常工作中任何挥之不去的缺陷的好时机。   作者:Alastair Brown是 BrightHR的首席技术官 The company is a leading HR and employment law specialist, with offices in Manchester city center. He’s responsible for leading innovate HR projects that help clients to streamline their day-to-day activities. The digital revolution has transformed recruitment. In the space of a decade, there’s been a move away from traditional job websites to an innovative world of new and exciting recruitment tools and techniques. But what are the game-changing recruiting techniques that’ll shape your hiring strategy in the future? Here’s an expert insight.   1. AI When it comes to recruiting techniques, Artificial intelligence is already playing a huge role in the way businesses find new talent.   Its rise has been so meteoric it’s being reported in the world’s leading media publications. Forbes, for instance, ran an article in January titled How AI is Changing The Game For Recruiting. In this piece, it acknowledges recruitment is one of the toughest jobs modern businesses have. AI could alleviate a large proportion of the hard work.   Streamlining the process is essential. That’s one thing AI is exceptionally good at. But what type of tools are going to lead its charge? Here are few of the most powerful options: Chatbots: Quickly access candidates, secure suitable candidates, and can direct them to the right role. They’re a reactive way of dealing with the mass of excellent talent—already powerful, they have the potential to save recruiters a lot of time. Sentiment analysis: Can be used to adjust job specs in the event of biased or off-putting language. Talent rediscovery: With an ATS (Applicant Tracking System), AI can scan your data records and find previous candidates who fit the bill.   Future recruiting techniques will increasingly use AI.   2. Virtual reality VR is an exciting prospect. Some industries have VR headsets designed to engage with candidates to a greater extent than ever before.   Utilising VR shows your business is an innovator at the cutting edge of technology. It sends out positive messages, even if it’s timely and expensive to integrate into your recruitment strategy.   This post from LinkedIn highlights its innovative nature and potential to change recruitment forever.   Many brands are trying out distinctive experiences to shake up their hiring process—online store Jet, for instance, offers a VR demonstration of its business culture. Candidates can access this remotely from anywhere in the world to see what’s in store for them, should they choose to work there.   Expect a lot more of this in the decade to come—how could your business integrate it into your hiring strategy? The beauty of VR is it allows for unique interpretations for whichever industry you happen to be in.   VR is one of the recruiting techniques that could change recruitment forever.   3. The rise of passive candidates An untapped source of potential candidates has been discovered! It’s the talented workers in roles who aren’t considering a career change.   Targeting them with tempting new possibilities—such as a higher wage and more responsibility—may be enough to gain their interest. The popularity of securing “passive” candidates has shot up in recent years, as it can help to target workers who aren’t jumping from role to role.   Or you could just outright snag a top talent tempted by what you have to offer, or at least place you on their radar for the years to come.   4. Video interviews Whether a candidate lives 200 miles away or in another country entirely, the terribly archaic practice of dragging candidates in for interviews is coming to an end.   It’s a waste of time and money when we all have access to Skype, FaceTime, Google Hangouts, and various other forms of instantaneous communication.   It’s a time saver for all concerned—you can remove the less suitable candidates after a brief screening call and then bring in your top selection once you have one or two you’re really set on.   This is particularly useful if you have potential candidates abroad, who might not be too keen on getting a flight in for a first stage interview.   Video interviews can significantly increase your candidate pool.   5. Social media This isn’t the most revelatory point to make but, yes, social media can be a great place to head to recruit.   Whether it’s Facebook, Twitter, Instagram, Tumblr, or professional networks such as LinkedIn, you can find all manner of professionals who are easy to get in touch with.   In terms of recruiting techniques, this one’s particularly effective for targeting millennials and generation Z, who tend to use social media more than generation X and above.   Social media can be a great source to find candidates.   6. Applicant Tracking Systems On the rise with large and small businesses, the ATS has rapidly emerged as the leader in recruitment software. What are the benefits for businesses? Well, in summary: Efficiency: Log all your hiring campaigns and candidate information all in one system. Candidate data: With talent adding their details to your system, you have ready access to a pool of workers for any similar roles in the future. Candidate experience: It’s easier on candidates as you can cater to new hiring expectations, such as mobile-based application environments. Admin reduction: Again, do away with filing cabinets and streamline everything through one recruitment hub—no more excess of files lying about in your office!   An ATS can be very useful when it comes to talent acquisition.   7 – Open-ended job posts Your standard job descriptions are also changing. Some recruiters are trying out new tactics, such as leaving off job titles. Others have even left off specific specifications.   The idea behind it is to encourage all concerned to hire people above skills. In the recent past, it’s been common to choose the candidate with the most experience, under the belief this must, surely, be the best option.   Yet experience doesn’t account for natural enthusiasm, nor whether an individual will naturally fit into your business culture or your existing team. If they’re a great fit for your office, training such an individual up over six months or longer can reap dividends in the long-term.   8 – New interview techniques With new recruiting techniques come new interview techniques. LinkedIn has noted in its 2018 Global Recruiting Trends report that old interview questions need reviewing. No more “Where do you see yourself in five years?” and plenty more techniques to challenge the way candidates think.   FTSE 100 Talent Director Simon Armstrong revealed in May 2018 he asks candidates to sing during interviews. If they don’t, it’s interview overview.   While an extreme example a lot of workers, particularly more introspective ones, wouldn’t find appealing, there are other tactics available. Make the interview informal, for instance, at a café—over a coffee, get to know your candidate properly.   If you prefer Simon Armstrong’s approach, you could always ask them to perform a breakdance to conclude the interview.   9 – Job auditions If you’re eager to test out a few of your top candidates for an important role, then a job audition will provide you with some extra insights.   It’s not ideal, given your candidate might be nervous or unhappy you don’t trust the professionalism indicated on their CV, but it can provide essential insights into how they go about their job.   To tempt candidates into taking the audition, you could pay them for their day at work, provide them with a free lunch, and ensure they’re mentored through the day by an experienced hand at your workplace.   10 – Glassdoor Emerging on the recruitment scene is this job searching and, crucially, company reviewing platform. Yes, now former, or current, staff can review a business—naturally, this can lead to some disgruntled workers leaving you with a scathing 1/5 with private workings of your business you might not be overly proud of.   The site is becoming increasingly popular. It could become the go-to source for many younger workers looking for insightful details about what it’s like working for your business. Do they get paid for overtime? What’s the work/personal life balance like? Does the CEO like to throw things at staff if they make a mistake? All can now be revealed, so it’s a good time to iron out any lingering foibles in your businesses’ daily workings.  
    ATS
    2018年08月17日
  • ATS
    不止于 ATS,「WeCo」用在线测评工具帮企业过滤70%无效技术人员面试申请 瞄准企业招聘领域的创业公司越来越多,只是大多数是在解决员工和所聘岗位的人-岗匹配度问题,但是如何沉淀候选人数据,如何更好地管理候选人,怎样实时获知求职者资料的改变,甚至当出现一些“学历低,但是解决问题能力强”的候选人时,如何快速识别,这些都是目前存在的痛点。面对这些琐碎的事情,还是需要一款专业的管理工具。 今天要介绍的项目 WeCo 就是一款可让 HR 集中管理候选人的智能招聘管理系统,也就是我们俗称的 ATS 管理工具。该套工具解决的痛点是当 HR 发布一个职位后,不需要在各大面试平台中来回切换就能管理所有候选人信息。面试官还可实时查看到候选人在面试中的进度(有点像拉勾网),比如在进度条中直观地看到简历是否已接收,是否被查看,或已经转发至 HR 处,亦或处于待沟通状态。 WeCo 的网站上并不会直接展示出职位。当面试官想招聘时,WeCo 会帮其把这个职位生成一个链接,面试官把该链接发送给求职者后,求职人员打开该链接既能看到关于这个职位的描述。所以从这个角度来看,WeCo 有点像拉钩、直聘们的下游产品。面试官首先从这些招聘网站上找到感兴趣的人,之后再给他们发送 WeCo 的职位链接。 此外,该套工具还会沉淀求职者数据。求职者只需在初次登录时录入自己的信息,并将账号和手机号关联。之后登录只需输入手机号既能显示个人页面的所有信息。 之前也报道过类似的 ATS 项目Moka、展招,其模式是把各个招聘网站账号打通,关联 HR 邮箱后,就可在 ATS 上统一管理求职者在所有招聘网站上投递的信息。 相比之下,WeCo 的 ATS 优势在于候选人数据的“动态性”。公司会给每位候选人建立一个类似个人主站一样的页面,当求职者简历、个人工作状态有变动时, HR 都能及时获取;此外 WeCo 还打通了每个公司之间的数据,也就是说当求职者申请平台上其他公司时,HR 能及时获知信息。 一般面试环节分为初筛、远程面试和现场面试。如果说 WeCo 的 ATS 解决的是 HR 对于求职者的管理问题。那么针对远程面试,WeCo 也开发了一套自己的工具。该套工具的应用场景主要针对的是编程技术人员的在线面试环节。 WeCo 创始人蒋新星开发了一套面试工具,包括在线测试和协同面试两大功能。而之所以选择从技术领域的线上面试工具切入市场,是因为技术工种的面试环节较易标准化。相比之下 UI、产品经理这些职位的面试流程每个公司都有不同的习惯,不容易用一套工具统一管理。 在线测试功能不难理解,面试官设置好在线面试题目,给求职者规定好答题时效性后,即可发送给答题者。这里重点解释下协同面试功能。这里简单介绍下传统技术人员的在线面试方法,HR 一般会给求职者一个类似于石墨文档一样的纯文档编辑器让求职者在其上编写代码。然而这种方法其一面试官不清楚求职者是否作弊,其二由于不能运行代码,也就不知道该段代码的正确与否。 而 WeCo 的协同工具允许多人同时在线编辑代码,也就是说面试官能够实时看到求职者代码编写情况。此外还能实时运行代码。经测试,WeCo 的在线面试工具能够帮助面试官过滤70%的无效面试申请,大大提高了效率。 值得一提的是,WeCo 的在线测试和协同面试都提供了“回放”功能,面试官可以用该功能观察候选者的做题思路,从而精确衡量求职者的技术水平。 经过该套系统测试的求职人员数据会沉淀在 WeCo 的 ATS 系统上,公司还会给出相应的评分,所有与 WeCo 有合作关系的企业都能看到。 目前已经有数十家公司使用了 WeCo 的在线面试工具。未来当平台上积攒了足够的求职者数据后,WeCo 可能会利用数据给公司定向推荐人才,并变成一个求职人员的在线评价系统。可能也会提供配套服务,比如给工程师开设技术培训班。 来源:36氪,作者:徐宇。转载或内容合作请联系zhuanzai@36kr.com;违规转载法律必究。
    ATS
    2017年11月09日
  • ATS
    猎头顾问平台「展招」完成千万人民币 Pre-A 轮融资,用 AI+SaaS 提高效率 猎头顾问平台展招宣布完成 Pre-A 轮融资,融资金额近千万人民币,本轮资方有无穹创投。新资金将用于技术研发和客户成功。 艾瑞《2016年高端猎头行业研究报告》显示,2013年-2015年,市场需要的猎企数量远大于实际猎企业量,虽然2016年猎企以126%速度增长,但猎企缺口仍有11万。 但是与强烈的市场需求形成反差的是,猎企本身人员流失率高,日常工作仍然以低效的数据库管理软件或Excel进行人才管理,以搜简历等重复性劳动为主,核心产出并不随需求的增长而增加。所以,从管理、运营和企业发展角度来讲,猎企都需要一套能够提升顾问人均产出的智能管理系统。 展招是一家用技术解决猎企痛点的 SaaS 服务商,用 AI 把行业大数据的规律和算法结合,提升管理效率。通过 AI+大数据 Souring 候选人, 让顾问把有效的精力放在沟通和选人上。 可以用猎头工作流程理解展招系统。猎头通常有两方面的工作,一是理解客户需求,二是寻访。寻访工作中,顾问仍然在 Linkedin 等招聘网站上手动筛选简历、寻找合适人选,寻访就占据了整个工作流程的80%。展招的解决方案是,首先根据在系统内新增客户职位项目分析,聚合系统内外部候选人简历数据,为顾问匹配合适的候选人,再进一步根据候选人动态、网络互动等数据预估出离职预期,在合适的简历中进一步挑选最有求职动机的简历,之后为猎头顾问提供沟通建议。 目前展招系统的注册企业数有700-800家,使用展招系统的百万顾问数达300人,展招系统每日帮助猎头企业处理5000份简历。目前,展招已经与半数国内排名前20的大型招聘服务企业达成合作。 在效率提升方面,CEO 赵卫光告诉记者,产品今年5月份上线,经过回访发现,传统上一个岗位的寻访时间是1个多月左右,展招系统可以将效率提高1倍,新增简历量是之前的3倍,顾问使用系统的整体效率提高了两倍。 同一赛道还报道过谷露、猎上网,在企业市场,此前报道过的北森、大易、Moka 等都涉及 ATS功能,展招的差别在于,展招面向的是招聘服务企业,提供 SaaS 系统,管理成本低且系统简洁流畅,在赵卫光看来,简单好用的产品才会持续深度使用,才能最终降低管理成本并提升运营水平和效率。在实用性上,展招还支持PC端和移动端微信公众号同步操作,提升了1.5倍的协作效率。 展招未来发展目标是持续提高技术在行业的应用,定时输出有利于行业运营和管理的经验,组织线下社群活动等,帮助用户提升运营效率。 展招团队将近50人,其中技术人员有30多位,成员来自微软、中华英才网、智联招聘等企业。CEO 赵卫光有5年互联网从业经验, 7年的中高端人才招聘公司经营经验;产品总监卢小东有6年互联网招聘行业经验,曾供职于智联招聘;技术总监李洋有9年互联网招聘行业经验,曾供职于中华英才网、智联招聘、汽车之家。 来源:36氪,作者:韩旭。转载或内容合作请联系zhuanzai@36kr.com;违规转载法律必究。
    ATS
    2017年10月25日
  • ATS
    Google做ATS服务了。。刚宣布推出了一个与G Suite集成的新招聘应用程序,直白点讲就是GOOGLE做ATS服务了 还记得5月份Google 发布了 job.google.com 的招聘求职服务吗?不记得可以点击这里http://www.hrtechchina.com/16934.html 现在更进一步了,GOOGLE发布了G Suite的招聘应用套件,把服务更进一步的推进了!将近300万的企业用户可以直接使用google招聘管理服务了。简单讲就是推出ATS 服务了·~~ 详细可以访问:http://hire.google.com 小编看了下这个是一个标准的利用gmail 、google Calendar  ,google sheets来组成的一个简易的服务。 目前1000人以下的公司可以使用。     It’s no secret that attracting top talent is a key driver of business success. But whether you’re looking to recruit a business analyst, bring on an assistant or hire an experienced auto mechanic, building the right teams with the right talent takes time and money. According to a study by Bersin by Deloitte, it takes an average of 52 days to fill an open position and costs about $4,000 to interview, schedule and assess each candidate. At the end of the day, that adds up. Now, Hire–an app designed to help small and medium businesses recruit more effectively–can help. Recruit better using Hire and G Suite Hire makes it easy for you to identify talent, build strong candidate relationships and efficiently manage the interview process end-to-end. It integrates seamlessly with G Suite apps like Gmail and Google Calendar, which more than 3 million businesses use, many of them to drive recruiting efforts. With the introduction of Hire, customers now have a hiring app alongside G Suite’s familiar, easy-to-use tools that can help them run an efficient recruiting process. Hire and G Suite are made to work well together so recruiting team members can focus on their top priorities instead of wasting time copy-pasting across tools. For example, you can: Communicate with candidates in Gmail or Hire and your emails will sync automatically in both. Schedule interviews in Hire with visibility into an interviewer's schedule from Calendar. Hire also automatically includes important details in Calendar invites, like contact information, the full interview schedule and what questions each interviewer should focus on. Track candidate pipeline in Hire, and then analyze and visualize the data in Sheets. Making intuitive recruiting software for your business A lot of tools that employees rely on at work are clunky, unintuitive and hard to learn—endless configuration options, tables and lists and mind-numbing data entry. The Hire product team set out to change that. With a mindset of “less is more,” the team conducted hundreds of user-testing sessions and worked with early adopter customers for more than a year to simplify and optimize every aspect of the user experience. How Hire makes it easy for Brad’s Deals to recruit Brad’s Deals is a free service that compares online prices to help consumers find the best deals.  As a growing organization, recruiting is a top priority for the company. With more than 260 active candidates in their pipeline, Brad’s Deals uses Hire to share candidate information, capture feedback from the interviewing team in one place and track interview progress. “Hire’s intuitive and simple UI makes it easy for recruiters, hiring managers or even interviewers to take an active part in the recruiting process,” says Jessica Adams, vice president of Human Resources at Brad’s Deals. “The app’s integration with G Suite enables us to quickly access all candidate communications in one place, efficiently schedule interviews and collaborate to reach a hiring decision quickly." Try Hire today Hire is the latest product offering from Google to address the talent marketplace. In May, we unveiled Google for Jobs, our initiative that's focused on helping both job seekers and employers, across our products and through deep collaboration with the job matching industry. Google Search connects jobseekers to job opportunities from the open and broad ecosystem of providers, including employer listings as well as LinkedIn, Monster, WayUp, DirectEmployers, CareerBuilder, Glassdoor and Facebook. Hire addresses the needs of our G Suite customers—making it easier to hire the right people. Now, all U.S.-based businesses under 1,000 employees that use G Suite can purchase Hire to land the best talent. To learn more, visit http://hire.google.com or request a demo at http://hire.google.com/request-demo/.
    ATS
    2017年07月19日
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