Egy HR-algoritmus Képes Megmondani, Milyen Gyakran Fogsz Munkát Váltani

A recent article in The New York Times declared “the relationship between American businesses and their employees is undergoing a profound shift: For the first time in a generation, workers are gaining the upper hand.”

It’s quite a statement, particularly within the US, where the issue of minimum wages has been an ongoing battle, with employers largely having the upper hand for decades. The article goes on: 

“The change is broader than the pandemic-related signing bonuses at fast-food places. Up and down the wage scale, companies are becoming more willing to pay a little more, to train workers, to take chances on people without traditional qualifications, and to show greater flexibility in where and how people work.”

There are two things happening here to create this ‘moment in time’: the first is that companies are understanding that treating workers better has a long-term benefit in a market that has a talent shortage, which is something that we have seen signs of across markets emerging from COVID lockdowns. This is fantastic to witness and as a card carrying member of the “hire with heart” club I am profoundly excited to see candidates put front and centre. But, the second change is equally as groundbreaking and that is around qualifications and past experience. Companies are realising that qualifications and past experience can reduce a talent pool with very little to justify the benefit of doing so.

It’s a significant trend we’ve seen emerging over the last year, when Google and Microsoft announced that you didn’t need a college degree anymore to get a job there and also opted for on-the-job training certificates. Microsoft made it clear at the time that the move was a bid to address the lack of opportunity for underrepresented populations.

The NYT article highlighted the work done at IBM in taking a fresh approach through its apprenticeship program on how it views people’s qualifications for a job. Since 2017, in a bid to find better talent, executives concluded that the qualifications for many jobs were unnecessarily demanding and so they did away with them. Where jobs might have required applicants to have a bachelor’s degree in the past, for example, they realised a six-month on-the-job-training course would adequately prepare a person for the role. It’s been a huge success.

IBM’s senior vice president for transformation and culture is quoted as saying “By creating your own dumb barriers, you’re actually making your job in the search for talent harder.” 

We couldn’t have put it better. You have to ask yourself when the world’s most innovative companies, and often the most competitive to work at, decide that qualifications don’t matter and that broadening their talent pool has better hiring outcomes, can you afford not to pay attention?

We think not. 

In fact, Sapia was built specifically to ignore qualifications, CVs and past experience. That might seem like quite a radical thing, but we believe that is the only way we can truly empower companies to find the best talent and circumvent the (dumb!) barriers we all put up in our search for talent. 

It’s not just qualification and past experience that don’t matter, CVs are a barrier as they are full of irrelevant information that only contribute to biased outcomes. Schools attended, past experience, gender, ethnicity, age can all be inferred from a CV even when names are removed. As hiring managers we scan them looking for queues that demote good hires based on no data, and no evidence – all while confirming our own biases.

Our technology was built so that companies can find undiscovered talent from attributes that qualifications, CVs and past experience can’t reveal by understanding the unique attributes that individuals bring to a job, and how those might align with the job requirements. We look further than any human can to understand what it is that motivates individuals, how they respond to things, what their strengths and weaknesses are and whether they might be a good fit for a job – based on real data. 

If you want to attract talent and remain competitive in a market where the employee has the upper hand,  you need to be doing more than”posting and ghosting”. You need to be doing more than looking at blind CVs, and haphazardly parsing information that does little to serve your company.

You need to draw a red line through past experience and qualifications. You need to treat everyone with heart. You need to be looking at what makes a person tick, and you need to respect the potential value everybody has. Anybody could be your next hire, and everybody should be considered. 

That’s the only way you are going to be able to hire in this new – and welcome – world where candidates aren’t just numbers, but valuable, unique humans who you need, more than they need you. You need undiscovered talent. 

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We cover this and so much more in our report: Hiring for Equality. Download the report here.

Interested in a demo of our Lever integration? Fill out the form below!

Like Sapia, the team at Lever like to make life easy for recruiters. Lever streamline the hiring experience, helping recruiters source, engage, and hire from a single platform. Now you can supercharge your Lever ATS by seamlessly integrating interview automation from Sapia. Integrating is easy, and secures fairer, faster, and better hiring results. In the war for talent, you’ll pull ahead of your competitors even faster with Sapia + Lever. 

Hiring is more complex than ever

There’s a lot expected of recruiters these days. Attracting candidates from diverse backgrounds and delivering exceptional candidate care whilst selecting from thousands of candidates isn’t easy.

Recruiters are expected to:

• Find the right people, ensuring a diversity of candidates
• Fill roles quickly and efficiently
• Interrupt bias in hiring and promotion
• Ensure every person hired amplifies the organisation’s values
• Create a candidate experience that is engaging and rewarding

Simplify Lever ATS hiring

A lot is expected from recruiters, from screening thousands of applicants to attracting candidates of diverse backgrounds and delivering a great candidate experience. But technology has advanced a lot and can now better support recruiters.  

The great news is that when you integrate Sapia artificial intelligence technology with the powerful Lever ATS, you will have a faster, fairer and more efficient recruitment process that candidates love.

You can now:

• Reduce your screening time by up to 90%
• Increase your candidate satisfaction to 99%
• Achieve interview completion rates over 90% and
• Reduce screening bias for good!

Sapia + Lever

Gone are the days of screening CVs, followed by phone screens to find the best talent. The number of people applying for each job has grown 5-10 times in size recently. Reading each CV is simply no longer an option. In any case, the attributes that are markers of a high performer often aren’t in CVs and the risk of increasing bias is high.

You can now streamline your Lever process by integrating Sapia interview automation with Lever.

We’ve created a quick, easy and fair hiring process that candidates love.

1. Create a vacancy in Lever, and a Sapia interview link will be created. 
2. Candidates receive the link. Every candidate will have an opportunity to complete a FirstInterview via chat, automatically sent to them after completing their application in Lever.
3. Candidates receive feedback. Every candidate will automatically receive a personalised personality profile and coaching tip after completing their first interview! No more candidate ghosting.
4. See results as soon as candidates complete their interview. Each candidate’s scores, rank, personality assessment, role-based traits and communication skills are available as soon as they complete the interview inside Lever. 

By sending out one simple interview link, you nail speed, quality and candidate experience in one hit.

Integrate Lever and get ahead.

Sapia’s award-winning chat Ai is available to all Lever users. You can automate interviewing, screening, ranking, and more, with a minimum of effort! Save time, reduce bias and deliver an outstanding candidate experience.

Experience a Sapia FirstInterview for yourself

The interview that all candidates love.

As unemployment rates rise, it’s more important than ever to show empathy for candidates and add value when we can. Using Sapia, every single candidate gets a FirstInterview through an engaging text experience on their mobile device, whenever it suits them. Every candidate receives personalized insights, with helpful coaching tips that candidates love.

Together, Sapia and Lever deliver an approach that is: 

• Relevant Move beyond the CV to the attributes that matter most to you: grit, curiosity, accountability, critical thinking, agility, and communication skills
• Respectful Give every single person an interview and never ghost a candidate again
• Dignified Show you value people’s time by providing every single applicant with personal feedback
• Fair Avoid video in the first round of interviews and take an approach that’s 100% blind to gender, age, ethnicity, and other irrelevant attributes
• Familiar Text chat interviewing is not only highly efficient, but it’s also familiar to people of all ages  

There are thousands of comments just like this…

• “I have never had an interview like this in my life and it was really good to be able to speak without fear of judgment and have the freedom to do so.”
• “The feedback is also great. This is a great way to interview people as it helps an individual to be themselves.”
• “The response back is written with a good sense of understanding and compassion.”
• “I don’t know if it is a human or a robot answering me, but if it is a robot then technology is quite amazing.”

Test drive it for yourself here (it takes 2 minutes!)  

Recruiters love using artificial intelligence in hiring.

Recruiters love that Sapia TalentInsights surface in Lever as soon as each candidate finishes their interview.

Together, Sapia and Lever deliver an approach that is: 

• Fast Ai-powered scores and rankings make shortlisting candidates quicker
• Insightful Deep dive into the unique personality and other traits of each candidate 
• Fair Candidates are scored and ranked on their responses. The system is blind to other attributes and regularly checked for bias.
• Streamlined Our stand-alone LiveInterview mobile app makes arranging assessment centres easy. Automated record-keeping reduces paperwork and ensures everyone is fairly assessed.
• Time-saving Automating the first interview screening process and second-round scheduling delivers 90% time savings against a standard recruiting process.

HR Directors and CHROs love reliable bias tracking.

Well-intentioned organizations have been trying to shift the needle on the bias that impacts diversity and inclusion for many years, without significant results.

Together, Sapia and Lever deliver an approach that is: 

• Measurable DiscoverInsights, our operations dashboard that provides clear reporting on recruitment, including pipeline shortlisting, candidate experience and bias tracking.
• Competitive The Sapia and Lever experience is loved by candidates, ensuring you’ll attract the best candidates, and hire faster than competitors.
• Scalable Whether you’re hiring one hundred people, or one thousand, you can hire the best person for the job, on time, every time.
• Best-in-class Sapia easily integrates with Lever to provide you with a best-in-class AI-enabled HRTech stack. 

Getting started is easy!

Let’s chat about getting you started – book a time here ⏰

To find out how to improve candidate experience using Recruitment Automation, we also have a great eBook on candidate experience.

Why recruitment automation combined with Ai, has become such a ‘big thing’?

Is your recruitment team overwhelmed by the sheer volume of job applications and CVs? Are you struggling to find the right candidates in a timely manner? Is administrative work taking up too much of your team’s time, leaving little room for building relationships or focusing on business growth?

If you answered “yes” to these common challenges faced by recruiters and hiring managers, recruitment automation can provide the solution you need. This is particularly relevant in a time of high unemployment when there is a larger pool of candidates actively seeking opportunities in various roles.

Recruitment automation processes can help increase productivity, expedite candidate selection, accelerate the hiring process, and reduce costs. Furthermore, it improves the candidate experience and enhances your organization’s talent profile and brand reputation. It’s no wonder that most recruiters and hiring managers have already integrated automation into their recruitment processes.

Recruitment automation systems, powered by AI, offer significant advantages. They streamline repetitive tasks, such as CV screening and initial candidate assessment, allowing your team to focus on more valuable activities. With the help of AI algorithms, these systems can quickly sift through a large number of applications, identifying the most qualified candidates based on predefined criteria. This significantly reduces manual effort and minimizes the risk of overlooking qualified individuals.

Additionally, recruitment automation systems improve the efficiency and speed of the hiring process. They facilitate seamless integration between various recruitment platforms, such as job boards and applicant tracking systems, consolidating data and eliminating the need for manual data entry and repetitive tasks. Automated workflows ensure that each step of the recruitment process is executed smoothly and consistently, from initial application to final hiring decision.

Moreover, recruitment automation systems enable better candidate engagement and communication. They support personalized and timely interactions, such as automated email responses and status updates, which enhance the candidate experience and maintain a positive employer brand image.

What is recruitment automation?

From the way we shop or pay bills online, to how we order food or choose our entertainment, data-driven technology has changed the way we do everyday things. Technology helps us to make better use of our time and lets us transact or connect in more convenient and efficient ways.

In much the same way, recruitment automation is the technology that automates or streamlines tasks or workflows within the recruiting process that would previously have been done manually.

These new technology tools and platforms address tasks at every step of the hiring process. They often leverage technologies such as machine learning, predictive data analytics and artificial intelligence.

The top 10 benefits of recruitment automation  

Recruiting and HR are all about human capital. So at first, glance using machines and technology can seem counter-intuitive.

Recruitment automation technology, however, is not designed to take the human touch out of the equation, it’s designed to help humans work smarter.

Here are ten of the benefits and advantages:

1. Increase productivity – work smarter, not harder. Free your time (and headspace) to focus on higher value and more meaningful tasks. With automation, recruitment processes can be ‘always on’ and you can be open for business 24/7.
2. Fill roles faster – automated candidate pre-screening, nurturing, and assessing, can greatly reduce overall time to hire.
3. Lower costs per hire – depending on the scope and investment of your organisation’s recruitment automation, leading vendors should be able to model and demonstrate cost savings and pathways to RoI.
4. Hire better consistently – data-driven decisions can help improve the quality of hire.
5. Improve the candidate experience – candidates appreciate an engaging experience, faster responses and quicker hiring decisions.
6. Remove bias and build diversity – objective decision-making based on personality characteristics, skills and traits, helps build diverse workplace teams.
7. Beat the paperchase – streamline data collection, recording, storage and tracking. Different platforms and tools can be integrated to share data, updates, information, feedback and more.
8. Promote better collaboration – from early hiring planning right through to onboarding, technology enhances collaboration between all stakeholders
9. Build a better workplace culture – by starting with employees who are a better fit, improve metrics like tenure and retention, employee satisfaction and employer brand reputation.
10. Data, data, data – automation creates data that will enhance reporting, analytics and data insight that can help to constantly improve business and hiring processes.

Automated interviews – a popular place to start automation

Reviewing and screening CVs and job applications is widely acknowledged as time consuming and repetitive tasks of the recruitment process. It’s often one of the first processes that recruiters prioritise for automation.

In an age of high volume briefs– such as team roles in retail, customer service or graduate internships – it’s standard to receive a high volume of candidate applications. Properly and fairly reviewing every candidate among hundreds or even thousands is beyond any recruiter. It’s not, however, beyond the capacity of technology.

Here is the Ultimate Guide to Interview Automation

Sapia – leaders in automated pre-screening

Sapia is a leading innovator in the recruitment technology space. 

Since 2013, Sapia has worked to solve and consistently improve the frontier problem of every recruiter and every employer. That is how to get to the right talent faster while consistently improving the candidate experience. 

Artificial intelligence can see what humans can’t

Sapia’s solution addresses top-of-funnel recruitment needs with an artificial intelligence-enabled automated interview platform, designed to integrate seamlessly with leading Applicant Tracking Systems (ATS).

While some automated interview platforms use video and voice technologies, Sapia uses mobile-based text. Candidates know text and trust text, and they welcome the opportunity to tell their own story in their own words and in their own time. 

The automated interview is built around a few open-ended text questions that can be customised to the specific role family – sales, retail, call centre, service etc – and specific requirements relating to the employer’s brand and employment values.

The platform uses AI, ML and NLP to provide reliable personality insights into every candidate. It can accurately predict candidates’ suitability for the role. Additionally, it can guide their progression through the recruitment process. It delivers insights that recruiters and employers need to make better hiring decisions at scale.

See How Sapia’s Interview Automation Works Here >

Blind-screening at its best

Sapia provides blind-screening at its best. The platform effectively takes a candidate’s gender, age, ethnicity and other traits out of the process. There is no visual content, voice data or video that can act as triggers to subjective bias. Also for most customers, even CVs are removed from initial screening.

The blind screening means all candidates are competing on a level playing field and have the opportunity to tell their story without the subjective biases of a traditional human interview or a cursory review of their CV. Blind screening also supports employers’ diversity goals.

Integrated with an ATS, a simple Sapia interview link sent to an applicant’s mobile lets recruiters nail speed of recruiting, quality of candidates and a better candidate experience in one.

Sapia will help to:

• reduce recruiter time spent by 90%
• increase candidate satisfaction to 99%
• achieve interview completion rates of 90%
• reduce bias and support diversity goals
• enhance the candidate experience with personalised feedback and coaching tips.

It’s a far better candidate experience

Improving the candidate experience is a priority for every recruiter and employer. This is as the effect of a poor experience can cause lasting damage to reputations and brands. Sapia is the only conversational interview platform with 99% candidate satisfaction. Candidates enjoy the process and value the personalised feedback/coaching tips.

Did you see the FREE e-Book on Candidate Experience? Download the Candidate Experience Playbook Here > 

8 ways recruiting automation can work for you

Recruitment automation doesn’t describe just one technology product or platform. Automation will generally involve a suite of platforms, software, tools and technologies. All of them work together to provide end-to-end functionality throughout the hiring process. Integration with an applicant tracking system (ATS) or candidate relationship management (CRM) platform helps bring all the tools and data together in one place.

The efficiencies and savings of recruitment automation can be gained through every step:

1. Candidate sourcing and engagement – use analysis of candidate data to identify and engage with potential future candidates. 
2. Always-on candidate nurturing – collect candidate data, build deeper talent pools, track candidates and measure recruitment success. Automate email communications to keep past candidates ‘warm’ or schedule upcoming events such as interviews. There are many ATS and CRM vendors with different features and functions. Some of them are automated job listing creation, career site integration, interview capabilities and more. 
3. Leverage social site recruiting – connect with candidates where they hang out – LinkedIn, Facebook, Instagram, Twitter. Automate social media publishing and campaign strategies with bespoke scheduling and planning tools as well as many sites’ own business tools 
4. Job listings – more accurately target candidates all over the internet using programmatic job advertising. Automate budget management, job postings, branded content distribution and more. 
5. Candidate pre-screening – rank and grade candidates to qualify who moves forward in the firing process. Automate CV screening and top-of-funnel interviews using a platform like Sapia’s mobile-first, text-based solution. 
6. Skills and aptitude testing– there is a wide range of software platforms that can automate pre-employment testing. Some may focus on specific skills such as programming, data entry or language competency while many more measure ‘soft’ skills such as aptitude, personality traits, cognitive abilities. With its open-ended question format, Sapia assesses close to 100 traits or personality characteristics in ranking candidates. 
7. Interview scheduling – streamline the process with automated scheduling, confirmations and follow-up communications to candidates.
8. Background checking – automate background checks, police checks, reference checks, educational qualifications and more with a wide range of vendor solutions.

Here are 6 Reasons to Start Your Hiring With Interview Automation

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Finally, discover how Sapia’s Ai-powered interview platform can help support your recruitment needs today. It’s a powerful way to bring all the benefits of recruitment automation to your business. You can also take it for a test drive here >