Hubbado’s Post

45 applications. 28 standard rejections. 12 ghostings. 0 interviews. → This is the reality for many talented professionals. But it's not just a numbers game. It's a systemic failure of traditional recruiting. Meet Alex Straub: 20 years of experience across tech and HR. A rare breed combining analytical prowess with a passion for people. Yet, 6 months of job hunting left him frustrated and disillusioned. Why? Because his diverse skill set doesn't fit neatly into the rigid boxes of automated screening processes. It's always the same crap: • Companies claim to value diversity • ATS systems reject non-standard profiles • Company misses out on impact players But here's the kicker: When Alex shared his story on LinkedIn, it exploded. 301 reactions. 128 comments. 26 reposts. The message is clear: The system is broken. And it's time for a radical shift. Enter Reverse Recruiting. We're flipping the script. Moving from passive candidate to proactive talent. From waiting to be chosen to boldly showcasing authentic value. That's why we've started experimenting with Reverse Recruiting. Our aim? To get around rigid AI screening systems. To showcase individual authenticity, not soft-washed generic CVs. To overcome the weaknesses of current recruiting processes that prevent genuine encounters. This is an experiment. We're curious to see what we might learn. Interested in learning more about Reverse Recruiting? Hit the bell on my profile @MarcEichner. I'll be sharing our findings and insights as we explore this approach.

Let me pull back the curtain on one taboo topic related to recruitment:🤐 candidate followup during the interview process. Why is it so hard to get followup on an application - even after reaching out multiple times to the recruiter or hiring manager? Having been guilty of not following up well enough myself, I can share why this problem occurs, and I'll tell you what we're going to do about it at Urrly. But first, let's dive into why this problem exists. Poor followup during the application process isn't (usually) caused by a lack of care or empathy. It's the result of scaling a function - in this case recruitment - with processes that still need improvement. Recruitment agencies and startups are often juggling multiple roles with 'notta lotta' people. This (typically) isn't because leadership doesn't care about candidates; It's because margins are either slim or non-existent. Obviously, any ATS has basic automations to trigger a rejection email with a stage update. However, templated emails often fail to address the candidate-specific nuance...the specifics...that job applicants want and need from hiring managers. AI presents an interesting opportunity to personalize rejection emails, but the data pipelines are complex to configure and still require a human in the loop - which doesn't solve the scalability problem. Recruiters are often on back-to-back interviews...all...day...long. So following up with candidates becomes a compounding problem each day. So what's the solution? At Urrly, we've implemented notifications when a candidate has been in a specific interview stage for too long and a suggested action for the recruiter to take at that time. And as of today, we're adding our detail and process oriented warrior Denisse Cazares Salazar to help close the loop and assist our busy recruiters in making sure both our candidates and clients get the followup they deserve. I believe this problem is solve-able by combining technology and detail-oriented people with incredible follow-through. Have a great Wednesday!

Challenge of the week: Integrate one AI feature into your recruitment process. Are you up for it? Encourage your HR team to adopt an AI tool, like resume screening software or a chatbot for initial candidate queries, and measure the impact on your hiring process. https://loom.ly/_YI-GnM #AIChallenge

🕒 Tired of Spending Weeks Screening Resumes? There’s a Better Way! Recruiters often deal with overwhelming resume volumes, delays, and mismatches in skills. At Madgical Techdom (OPC) Private Limited, we’re solving this with our AI-powered resume scanning technology. Here’s how it works: - Resumes are automatically processed, analyzed, and matched to job descriptions. - Skill-based evaluations are organized into a clear, actionable report. The process reduces hiring delays, unconscious bias, and costly mistakes. - One tech startup recently streamlined their recruitment process using our solution, significantly improving efficiency and saving valuable time. - AI isn’t the future—it’s already transforming the hiring landscape. If you’re looking to optimize your recruitment process, let’s connect for a free consultation. Read our blog- https://lnkd.in/ghcGJ2E2

💡 Unlocking the Power of Tech for Fairer Hiring! 💼 Dive into the world of Interview Outsourcing and discover how cutting-edge technology is reshaping recruitment landscapes. Ready to embrace the future of unbiased hiring? #FairRecruitment #TechInnovation #FutureReady #FloCareer #InterviewasaService #InterviewOutsourcing

😨 One of the most pressing challenges in today's recruitment landscape is the increase of automated application systems and AI-powered resume generators. While these technologies were designed to streamline the application process, they have inadvertently created new challenges for recruiters. Learn more about the bot problem, AI-generated resumes, and the unexpected hurdles afflicting recruiters today.

Struggling to sort through countless resumes and identify top talent? It’s time to rethink your recruitment process. AI-powered screening tools are revolutionizing how we hire—streamlining workflows, reducing bias, and ensuring better candidate matches. From advanced resume parsing to insightful assessments, this tech is a game-changer for recruiters aiming to hire smarter, faster, and more equitably. Explore how AI is not just simplifying recruitment but transforming it into a more efficient, strategic, and human-centric process. #AIRecruitment #TalentAcquisition #RecruitmentTech #HiringInnovation

How are you embracing GenAI in your business? At Sudale Search, we believe technology should enhance the human experience, not replace it. That’s why we’ve invested in cutting-edge GenAI tools to elevate the way we connect with our customers and candidates. We’ve collaborated closely with our clients to understand what truly makes a difference for them, and the results have been transformative. By incorporating technology into our processes, we’ve partnered with Atlas - the Recruitment Platform designed to streamline workflows and maximise meaningful engagement. Here’s how: Interview Co-Pilot: By handling note-taking and generating tailored interview insights, this tool lets us focus on building authentic connections. It captures the essence of each conversation, creating bespoke interview reports that keep both us and our clients fully aligned. 🤖 Candidate Profiles with Impact: Atlas can craft compelling candidate profiles instantly by integrating insights from CVs, interviews, and role requirements. This means we can present standout candidates while dedicating more time to high-impact, strategic work. 🤖 Meeting Co-Pilot: Whether discussing business strategies or timelines, this tool supports dynamic, collaborative discussions. It allows us to deliver instant, actionable reports, ensuring every interaction is productive and meaningful. 🤖 Real-Time Market Insights: Need a live salary survey or an updated candidate market report? Atlas delivers these in seconds, giving us—and our clients—the data to move fast and make informed decisions. By letting GenAI handle the admin-heavy tasks, we can focus on what truly matters: building deep knowledge in the Customer Experience and Contact Centre spaces, understanding your unique challenges, and delivering tailored solutions that align with your business goals. As an independent search consultancy, we pride ourselves on adapting to the ever-changing market. We’re not just recruiters—we’re your partners, committed to making connections that drive success. Ready to see the difference a human-led, tech-enhanced partnership can make? Let’s talk.

In today's competitive job market, attracting and retaining top talent is crucial for any company's success. But the recruiting process can be time-consuming, filled with repetitive tasks like resume screening and scheduling interviews. This is where AI comes in. AI-powered recruitment tools are revolutionizing the way companies find and hire qualified candidates. These tools can automate tasks, analyze vast amounts of data, and identify patterns that human recruiters might miss. Let's dive into the top AI tools used in recruiting in 2024 and how they can save recruiters significant time. AI-Driven Candidate Sourcing Tools: Entelo, HeroHunt.ai, Eightfold.ai: These tools use AI algorithms to search vast online databases for qualified candidates based on specific skills and experience. This saves recruiters time manually scouring job boards and social media. AI-Powered Applicant Tracking Systems (ATS): Radancy, Clinch, Textio: These ATS platforms use AI to automate tasks like resume screening, skills identification, and candidate matching. This helps recruiters quickly identify top talent and reduce time spent sifting through unqualified applicants. AI Interviewing Tools: HireVue, Turing, XOR: These tools use video interviewing with AI-powered features like facial recognition and sentiment analysis to assess candidates' technical skills, soft skills, and cultural fit. This saves recruiters time conducting initial interviews and allows them to focus on promising candidates. AI Scheduling Assistants: Clockwise: This AI tool automates scheduling interviews by finding mutually available times between candidates and recruiters. This eliminates back-and-forth emails and saves time wasted on scheduling logistics. By leveraging these AI recruitment tools, recruiters can automate repetitive tasks, streamline workflows, and identify high-potential candidates more efficiently, freeing up valuable time to focus on building relationships with top talent and making strategic hiring decisions.

I had an insightful discussion this morning about the challenges individuals face in finding new roles. Technology, although powerful, cannot replace the human touch in recruitment. It cannot provide the vital feedback needed when a job opportunity doesn't materialize or explain why applicants are left in the dark mid-interview process. Moreover, it fails to comprehend valid reasons for employment gaps. Technology has its strengths, but the human element remains irreplaceable in the recruitment process. We can, and must, do better for those that are searching for new roles.