Marc Eichner’s Post

“Companies already using it report a significant increase in recruiter productivity and candidate quality.” Have you seen LinkedIn’s new AI-powered hiring assistant? It helps recruiters streamline tasks like finding candidates, messaging them, and narrowing down choices. It’s supposed to be a big time-saver, but still keeps some human involvement, which is crucial. If you’re curious, there’s more info here:

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!

"Simplify Your Hiring: How RegorTalent is Making Recruitment Effortless and Efficient" 💻 Introduction: Recruitment can often feel like navigating a maze—sorting through countless resumes, conducting multiple interviews, and trying to find that perfect fit for your team. But what if you could streamline this entire process, making it not just easier but smarter? Enter RegorTalent, a platform designed to revolutionize how you hire, bringing efficiency and precision to your recruitment efforts. With cutting-edge AI tools, RegorTalent transforms traditional hiring methods, helping you find the right candidates faster and more effectively. Let’s explore how RegorTalent is simplifying recruitment for businesses of all sizes, making the hiring process not just easy, but remarkably efficient. How RegorTalent Simplifies Recruitment: AI-Powered Screening: One of the most time-consuming aspects of recruitment is sorting through resumes. RegorTalent’s AI-powered screening tools do the heavy lifting for you. Analyzing thousands of resumes in minutes identifies the candidates who best match your job requirements, saving you hours of manual effort. Enhanced Candidate Matching: Finding the perfect candidate is more than just matching skills to a job description. RegorTalent goes deeper, using advanced algorithms to assess cultural fit, soft skills, and long-term potential, ensuring that the candidates you interview are truly the best fit for your organization. Streamlined Interview Process: Coordinating interviews can be a logistical nightmare. RegorTalent offers integrated scheduling and communication tools that make it easy to set up interviews, send reminders, and manage feedback—all from a single platform. Data-Driven Insights: Making informed hiring decisions is crucial. RegorTalent provides you with comprehensive data and analytics, helping you track the effectiveness of your recruitment strategies, understand candidate behaviors, and refine your hiring process over time. Automated Follow-Ups: Keeping candidates engaged during the recruitment process is key to securing top talent. RegorTalent’s automated follow-up system ensures that no candidate falls through the cracks, keeping communication consistent and professional. #AIrecruimentsoftware #AIdrivenhiring #RegorTalent

LET'S STOP THE INSANITY. Q: Are you still posting and praying, and wishing for better results? Q: What are the financial ramifications to you and your organization by not filling these important roles with the right people and in a timely fashion? Q: Ask yourself, "how much is it costing your company in loss of productivity, or loss of revenue by not filling these roles quickly?" FACT: Nobody has the time to sift through dozens or even hundreds of resumes and applications to possibly find 1 or 2 that may be a marginal fit. THIS IS SIMPLY CRAZY, INEFFECTIVE & IT'S COSTING YOUR COMPANY A LOT MORE THAN JUST A FEW BUCKS. YOUR SOLUTION: At Synchrony Talent Partners, we recognize the frustrations that come with traditional talent acquisition methods. Rather than inundating you with a flood of resumes, we target professionals specifically within your industry, ecosystem, and even from related industries or direct competitors. We understand the importance of finding candidates with the right backgrounds, experience, and track records to seamlessly integrate into your organization. But we go beyond surface qualifications. We take the time to connect with each candidate on a personal level, engaging in meaningful conversations to understand their desires and motivations. One of the most common pain points we've observed is the difficulty in attracting passive candidates who aren't actively seeking new opportunities. Through our personalized approach, we uncover talented individuals who may not be actively looking for a change but are open to opportunities that could enhance their work and family life. We achieve this through diligent surveys and one-on-one discussions with each candidate, ensuring that we not only represent quality professionals but we also gain an understanding about their aspirations and readiness for a career move. By partnering with Synchrony Talent Partners, you can save valuable time, effort, and money typically spent and most often wasted sifting through unqualified applicants via posting, praying and wishing for better results to magically appear. Our proactive recruiting process and meticulous vetting process ensures that we only present candidates who are not only a great fit for your organization but also motivated to make a meaningful change. 👉 Let's discuss how we can streamline your hiring process and ultimately save you both time and resources. 📆 Schedule a chat to discuss. (Let's get you the right people, faster) https://lnkd.in/eQkHikA5 --------- 🌟 Hey! I’m Mike North, Talent Whisperer. 🚀 We Solve Revenue Growth Headaches with Targeted, Precision Recruiting for Busy Leaders - CROs, VP Sales, Sales Managers, and Sales Professionals 🌟 Let’s connect and explore how we can elevate your team to new heights. Your next-level, "success story" starts here. #leadership #ceo #sales #growth #cso #cro #cgo #founders #vc #startup #HRManager #CHRO

Who you gonna call? Ghostbusters? 👻🔥 Recruitment ghosting is hurting your talent pipeline. and it’s bloody rude. ↳Hiring feels like a mystery ↳Your brand is as transparent as a ghost ↳Candidates are vanishing without a trace ↳It’s scaring off talent like a poltergeist at dinner How to BUST ghosting in 4 steps: STEP 1 - Be the anti-ghost ↳Keep candidates in the loop, no spooky silences ↳Even if it’s bad news, be the Casper of communication—friendly! STEP 2 - Set expectations, don’t vanish ↳Leave the disappearing act to Houdini ↳Let candidates know what’s coming next STEP 3 - Automate, but don’t become a robot ↳Send updates, even if it’s automated, so candidates don’t feel ghosted ↳A little acknowledgment goes a long way STEP 4 - Make candidate care your superpower ↳Recruiters should be heroes, not spectres—treat every candidate like a valued human ↳Even Slimer would appreciate some respect! Why ghost when you can be a recruitment ghostbuster? 👻🧑🚒 Don’t let your talent pool become a haunted house—bust those ghosts with great communication.

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

Fredrik Sundell, JobGo Founder: Having done thousands of interviews during my career I have learnt to follow a certain technique! This is how I see how interviewing will evolve in the next years to come! Over the years, I've seen the impact of streamlined interviewing processes. The right candidate can transform a team, drive innovation, and significantly contribute to the company's growth. Recognizing this potential, I embarked on a mission to transform the traditional interviewing process. Instead of manual screening and time-consuming interviews, I envisioned a more efficient method—a method that harnesses the power of artificial intelligence. I have been training an AI Interviewing Assistant, a tool designed to take candidate interviewing to the next level. It's not just about matching a candidate's skills with a job description. It's about understanding their potential, their ability to learn and adapt, and how they fit within the company culture. This AI Assistant is more than just a tool—it's a game-changer for Recruiters and Talent Acquisition teams. By automating the initial stages of the recruitment process, it allows these professionals to focus on what really matters: building relationships and making strategic decisions. If you're a part of an HR and Talent Acquisition team and you want to build a more effective recruitment strategy for your company, I invite you to grab a complimentary copy of my guide: 'How to Automate Headhunting with AI Assistants - Your 3 Step Strategy Guide'. This guide will provide you with the critical components of automating your direct search to achieve a more effective recruitment strategy for your company. Grab your copy by following the link in the comments below. Note: If you don't see my comment below with the link, choose 'Recent Comments' in the drop down below my post.

🌀 Recruitment in 2024: AI, Ghosting, and Memory Tests 🌀 This post is a bit different from my usual, but recently I’ve seen a lot of discussion on LinkedIn about AI’s role in developing job applications. Recruiters are voicing frustration that CVs and cover letters are becoming bland, lacking personality, and that candidates seem disengaged and unprepared. But it raises an important question: Have we, as recruiters, examined whether the processes themselves are contributing to this issue? Is the application process becoming overly burdensome? Are we truly reflecting the actual demands of the role, or are we unintentionally creating barriers that may discourage qualified candidates from applying or fully engaging in the process? And then there’s the other side of the story: the applicants’ experience. Many candidates are now speaking up about not receiving formal rejections anymore - they’re simply being ghosted. Many report feeling like they’re shouting into the void, losing confidence with each unanswered submission. So, is it any wonder that candidates are turning to AI to help tailor their applications, especially given how much work is involved in the process? Maybe there’s a middle way, after all, we’re often encouraged to work smarter, not harder. And if you’re fortunate enough to be invited to an interview in 2024, what should that experience look like? I recently saw a post where an applicant was criticised for jotting things down and briefly referring to notes during an interview. The concern was that the candidate lacked confidence. But perhaps we should look at this through a different lens. What if this is actually a sign of preparation and professionalism? After all, in business meetings, even senior leaders take notes to ensure they cover all points. We all hear about the benefits of diversity, yet we often standardise our expectations when it comes to interview techniques. Of course, memory and recall matter, but interviews shouldn’t become an artificial test of how much information a candidate can memorise. Instead, the focus should be on the quality of the conversation, the mutual exchange of ideas, and evaluating whether both the candidate and the company are the right fit for each other. In 2024, there needs to be a balance. AI can help streamline the recruitment process, but it’s essential not to lose the human element that recognises diversity in thought, approach, and a candidate's preparedness. There must be better ways to evaluate a candidate’s suitability for a post, ones that allow them to bring their best selves to the interview. ........................ 💬 I’d love to hear your thoughts on how we can improve recruitment techniques in the coming year 💬 ........................ #AIinRecruitment #JobSearch #Hiring2024 #CandidateExperience #RecruitmentChallenges #Transparency #DiversityAndInclusion #FutureOfWork #ProfessionalDevelopment #HumanResources #InterviewTips #WorkplaceCulture #BoardExcel #EDI

One of the things I've learned from years of experience as a recruiter and now an MBA and working with a recruitment tool is that what makes a candidate stand out is not their ability to write a good CV but the skills that are harder to put into neatly explained bullet points. Research shows that about 30% of CV's have inaccuracies, and that is a self reported statistic, we can infer the number is much higher. The solution is simple yet difficult to execute. Focusing recruitment in soft skills or powerskills, and personality profiles is what will make a difference. Not hiring Cvs but the people behind those cvs. That's the way in which both the recruiter and the applicant will feel like they're getting the right fit. A selection process goes both ways, the applicant selects the company and the company selects the applicant.

Recruiting shouldn't be just about 'filling positions', it should be about forging real professional relationships and consulting organizations properly - giving them guidance and solutions they may not have identified. However, it's equally as important now the future of tech hiring is evolving that companies are maintaining an excellent hiring and interviewing process. Here's some things I've seen great companies doing the past couple of years: 1. Hiring based off skills first: Focussing on what candidates can do, not just where they’ve been. People who are skilled, hungry and passionate can learn more in 1 year than someone who has been dissatisfied with their job the past 3, 4, 5+ years. Read that again. 2. Employer branding/offering: Job seekers are vetting companies as much as we vet them. Gone are the days of expecting a great candidate to blindly accept your offer once you've interviewed them. The key here is to be transactional in terms of needs right away, both personally and professionally to ensure both parties can support eachother. 3. Candidate experience: A seamless, personalized process is key. If you're still waiting over a week to give feedback from an interview - high chance that great candidate is now gone. Staying on top of these small, but mighty important efforts, helps us deliver value for both the employer and employee. If you are thinking 'well I just can't possibly feedback from hundreds of interviews' - why are you doing so many interviews? Spend the time creating a smaller A-list of potential hires. What do you think sets apart great employers from the rest?