招聘自动化后,Sourcing工作将是人类的价值体现!--Sourcing Is the New Recruiting文/Mike Wolford
我有个好消息要告诉你。Sourcing是今天人才招聘的好方法!传统上人们所熟知的招聘正在消失。越来越多的公司采用招聘过程自动化,这意味着即使对人才的需求增加,对传统全生命周期招聘的需求也会减少。面试和评估技术的改进将使公司能够自动完成大部分招聘人员目前所做的工作。
聊天机器人不仅能提高求职者的经验,还能提高进入我们各自的求职者跟踪系统的人数。自动面试将及时取代招聘人员筛选面试。自动评估和调度助理将从那里接管这一过程。这一变化将极大地减少填表时间,因为自动系统全天是可用的,原则上,候选人可以在几个小时内从应用程序转到安排面试。
对招聘人员来说,好消息是,只有最优秀的候选人才能以一种完全自动化的方式通过筛选过程。那些被认为65%匹配程度的候选人仍然需要人工审查。然而,即使在这些情况下,候选人和招聘人员之间也不太可能需要广泛的沟通。相反,招聘人员可能会检查一份文件,查看考试成绩,然后做出判断。2020年及以后的招聘人员将很少真正与应聘者交谈。
我能听到你在考虑我,迈克是一个源程序,而不是一个招聘人员,这对我来说意味着什么? 它意味着一些事情。首先,我们要做的是改变。在更高的层次上,源程序今天所做的是四个主要的活动。我们的工作是在面试过程中识别,参与,鉴定和提交候选人,否则他们将无法自行申请。
到2020年,源程序将主要集中在两项活动上。识别和参与。一旦招聘过程被自动化,就不需要招聘方来筛选候选人。面试过程将筛选候选人,而源程序不会向招聘人员或招聘经理提交候选人,他们会直接将候选人引入管道,开始评估,最有可能的方式是参加某种形式的视频面试。今年早些时候,在拉斯维加斯的SourceCon网站上,格伦·卡西(Glen Cathey)说得既准确又有预言性,“sourcing101是销售101。”
未来的源程序人员需要成为优秀的销售人员,因为他们的主要工作将是识别高潜力人才,并邀请他们进入自动招聘流程。对我们来说,在程序方面,特别是在IT程序方面,市场的声音将会更大。这意味着,参与将变得更具挑战性和关键。2020年的目标不仅是成为一个有说服力的、坚持不懈的销售人员,而且是一个出色的营销人员。采购和招聘营销将融合成一种新的、强有力的组合。
人们很容易忽视人工智能对其他行业的影响,但忽视人工智能正在改变市场营销的方式,以及这种改变将如何影响整个招聘,是不明智的。例如,Facebook最近之所以成为新闻,是因为它们对我们这个时代的政治产生了一定的影响。不管你的政治观点如何,这对我们大家都是一个教训。有针对性的社交媒体和聊天机器人在广告和参与方面的应用是强大而有效的。既然人工智能正在被应用于市场营销,那么人才收购进入这种广告渠道只是时间问题。有智慧的人会看到后职和祈祷正在被目标和参与所取代。
有时很难看到森林中的树木,但我记得我从经济学中学到了这一课。20世纪的定义是大规模生产。21世纪将由大规模定制所定义。这一说法对源程序有一定的影响。
一些公司已经意识到这一点,并采取了复杂的营销活动,但这只是一个例外,而不是规则。原因有很多,但我在这里想告诉你的是,一旦实际的申请和面试过程基本上是自动化的,公司将有时间和资源来集中精力把目标申请者填满职位空缺。作为一个销售人员,这意味着你不仅需要学习如何销售,还需要理解如何像营销人员一样思考。
作为一个源程序,我相信这对你来说意味着什么。今天,我们确认、参与、资格和提交。我们与招聘伙伴密切合作,有时还会与招聘经理合作。在未来,源程序将首先确定潜在人才的目标市场。从那时起,参与就变成了一种双管齐下的方式。
作为长期战略的一部分,招聘营销人员将负责建立品牌并将EVP销售到目标市场。他们将为目标市场提供令人兴奋和引人入胜的内容,而源程序将与这些目标市场中的特定个人进行接触,并邀请他们应用于特定的角色。当前的招聘人员/源程序伙伴关系将会及时被招聘市场/源程序的关系所取代。
我们源程序的底线是。我们的工作正在发生变化,但在所有与人才获取有关的专业人士中,我们的工作最有可能出现显著增长。
我给你的建议是完善你的布尔值,并挑选一些关于销售和数字营销的书籍。如果今天你是招聘人员,我的建议是训练你的采购技能或开始思考另一条线的工作,因为在过程自动化变成了标准的50% +全生命周期的工作正在消失,“招聘”将在很大程度上成为另一个人力资源管理功能。
以上内容由AI翻译,仅供参考
原文链接:https://www.sourcecon.com/sourcing-is-the-new-recruiting/
新创
2018年07月19日
新创
创新:背调公司Checkr创建动态背调监控工具以提升Uber乘坐的安全性编者注:值得学习和参考,动态的背景调查很重要啊!国内哪家可以跟滴滴等合作起来!
目前背调都是截止调查的当天。而入职或者开始工作后的情况就很难掌握了!
现代和合规背景调查的领先提供商Checkr今天宣布了一项新技术,该技术可持续更新可能影响共乘驾驶员驾驶资格的犯罪记录。Checker Continuous Check由Uber设计,动态识别可能不合格的记录,以帮助确保驾驶员继续满足优步的安全标准。
Checkr首席执行官Daniel Yanisse表示: “ 凭借当今的按需劳动力,我们需要超越静态背景报告,进行动态筛选。通过持续检查,Checkr为共乘产业创造了新的安全标准将提供关于某人背景变化的重要见解,这可能会影响他们的工作资格。“
优步是第一家采用该技术的公司。使用涵盖大多数新刑事犯罪的数据来源,当司机参与犯罪活动时,持续检查会向优步提供通知。然后,优步可以调查任何可能不合格的信息,例如DUI的新费用和未决费用,以确定该驱动程序是否仍有资格与Uber一起驾驶。这项新技术使优步能够在每年重新进行背景调查之间持续执行其安全标准。
“ 安全对优步至关重要,我们希望确保驾驶员持续不断地达到我们的标准,”优步安全与保险副总裁Gus Fuldner说。“ 这种新的连续检查技术将加强我们的筛选过程并提高安全性。”
最初设计用于满足共乘行业的严格要求,2018年秋季将为所有Checkr客户提供持续检查。
关于Checkr
Checkr的使命是通过提高对过去的理解来建立更公平的未来。我们的平台使数以千计的客户每年能够以gig经济的速度轻松雇用数百万人。使用Checkr先进的背景调查技术,各种规模的公司都能更好地了解不断变化的员工队伍的动态,为他们的招聘带来透明度和公平性,最终为员工创造更美好的未来。
Checkr Creates Dynamic Monitoring Tool to Elevate Safety in Ridesharing
Checkr, the leading provider of modern and compliant background checks, today announced new technology that provides continuous updates about criminal records that may affect ridesharing drivers’ eligibility to drive. Checkr Continuous Check, which was designed with Uber, dynamically identifies potentially disqualifying records to help ensure drivers continue to meet Uber’s safety standards.
“With today's on-demand workforce, there's a need to move beyond static background reports to dynamic screenings," said Daniel Yanisse, CEO of Checkr. "Through Continuous Check, Checkr is creating a new standard of safety for the ridesharing industry and beyond that will provide critical insight into changes in someone's background that may affect their eligibility to work."
Uber is the first company to adopt the technology. Using data sources that cover most new criminal offenses, Continuous Check provides notifications to Uber when a driver is involved in criminal activity. Uber can then investigate any potentially disqualifying information, such as a new and pending charge for a DUI, to determine whether the driver is still eligible to drive with Uber. This new technology allows Uber to continuously enforce its safety standards between annual reruns of background checks.
“Safety is essential to Uber and we want to ensure drivers continue to meet our standards on an ongoing basis,” said Gus Fuldner, Vice President of Safety and Insurance at Uber. “This new continuous checking technology will strengthen our screening process and improve safety.”
Designed initially to meet the stringent requirements of the ridesharing industry, Continuous Check will be available to all Checkr customers in Fall 2018.
About Checkr
Checkr’s mission is to build a fairer future by improving understanding of the past. Our platform makes it easy for thousands of customers to hire millions of people every year at the speed of the gig economy. Using Checkr’s advanced background check technology, companies of all sizes can better understand the dynamics of the changing workforce, bring transparency and fairness to their hiring, and ultimately build a better future for workers. For more information please visit: www.checkr.com.
Human-Centered A.I. is the Future of Talent Management
Will A.I. eliminate my job?
It’s a clickbait title most of us are now familiar with.
In recent years we’ve been met with a wave of articles and soundbites — ranging from the realistic to apocalyptic — speculating as to whether A.I. will replace human jobs, take over the world, or otherwise render Us insignificant.
Tesla CEO Elon Musk has even gone so far as to suggest that the volume of jobs that will be lost due to automation will create the need for a universal basic income.
A fear of new technology, and of the impact that that technology will have upon the job market is not new.
Technological developments that arose during the Industrial Revolution created public fear of mass unemployment (a fear that ultimately proved to be unfounded given the large number of new jobs these technologies created).
Yet the narratives have never felt quite so existential before this moment.
So what is different about A.I. that has so captured the public interest, and it seems, fear?
It seems to lie in the idea that intelligent machines will not seek to supplement aspects of our existence, but rather, replace us entirely.
Computer Scientist Subhash Kak advocates for this idea with respect to the job market in his think piece for NBC News (a piece, it is worth noting, entitled “Will robots take your job?”). The reason A.I presents a greater threat to society as we know it, he argues, is “today’s A.I. technology aims to replacethe human mind,” not simply to make industries more efficient (my emphasis).
It would be naive to ignore the reality of Kak’s argument with respect to tasks requiring learning and judgement. A.I. is already replacing human decision-making in industries such as transportation and manufacturing.
But are all applications of A.I. really aiming to replace the human mind in the workplace? And should they?
There are other views — and other technological frameworks — to be had here.
“Human-Centered A.I.”
In opposition to A.I.’s “takeover” rhetoric exists a school of thought that explicitly acknowledges the benefit of partnership between humans and intelligent machines.
Fei-Fei Li, director of the Stanford Artificial Intelligence Lab, calls this approach “human-centered A.I.” — a framework for guiding the development of intelligent machines by human concerns.
At a high level, the goals of human-centered A.I. are as follows:
A.I. should aim to enhance human thought rather than replace it
A.I. should encompass the more nuanced and contextual aspects of human intellect, aided by outside fields such as psychology and sociology
The development of A.I. technology should be guided by a concern for its effect on humans
There are a number of cross-industry applications of A.I. that can be viewed within this partnership framework.
Take, for example, the development of robots used to reduce costs, time, and human-error during surgery, allowing doctors to focus on the more nuanced aspects of the surgical process. Or, developments of A.I. in agriculture, such as Blue River Technology’s “see and spray” technique for applying herbicide only where needed, saving farmers money on herbicide and delivering a more sustainable product to consumers.
But perhaps even more in contrast to the fear of a robot taking one’s job, is the increasing extent to which A.I. is being applied the field of talent management.
That is to say, A.I. is being used to actually improve the workplace and the worker experience, rather than replace the worker.
A.I. as a Tool for Improving the Workplace
In the past several years, we have seen an emergence of companies applying A.I. to problems in talent management. From Paradox.AI’s Olivia, to Beameryand Textio, its fair to say that A.I. is on HR’s radar in a way that it wasn’t 5 years ago.
What’s interesting about this trend is that unlike other industries with a stronghold in A.I., talent management has until recently been viewed almost exclusively as a “fuzzier” aspect of the business. It is an industry built on relationships, human connections, and emotional intelligence, and yet, it is being improved with A.I.
To be fair, up until now a majority of A.I. solutions for talent management have focused on the more tedious and error-prone tasks around candidate sourcing and evaluation (tedious + error-prone = a perfect opportunity for automation).
But there are also opportunities for A.I. to improve the post-hire aspects of the employee experience, and human-centric A.I. is the key.
As the marketing world has known for years, A.I. provides a unique opportunity for scaling a personalized experience. Why would you show me the same thing as everyone else, when I’m more likely to convert if you show me exactly what I want?
The same principles can be applied to the post-hire employee experience.
Employees have different skills sets and motivators. If my employer places me in an environment that is optimized for my skills and motivators, I’ll stay. If not, I’ll move on.
As the progression towards a digital workplace continues, companies also have more data about their human capital than ever before — who they are talking to, what they eat, when they’re online every day. WeWork is basing their business model around this data.
Human-centered A.I. can unleash this data to help talent leaders create a more personalized employee experience. It is in “fuzzier” domains like talent management where human-centered A.I. shines, not just for ethical reasons, but because it provides the best user experience.
At Cultivate, for example, we apply human-centered A.I. to personalize the leadership development experience for managers. Using digital communication data as a proxy for leadership behavior, we analyze and predict how managers’ actions are affecting their team, and offer suggestions for how to improve.
At no point do we attempt to stand in as a replacement for a manager, or a talent leader. Rather, like a real-life leadership coach, Cultivate offers tips and suggestions that a manager can choose to take, or not.
This is the kind of personal experience employees expect from their talent leaders, scaled with A.I. And it doesn’t need to stop at learning and development. A.I. also has high-potential to impact other aspects of the employee experience, from interviewing and on-boarding to performance reviews and off-boarding.
Looking Forward
There is no doubt that A.I. is changing the world — and the job market — as we know it.
Industries will be disrupted. Jobs will be lost, new jobs will be created, some jobs will never be replaced.
Ethical dilemmas will be raised. They already are.
The degree of difference between aspects of human intellect and intelligent machines will become smaller.
However, with careful consideration for A.I. design that creates a sense of partnership between humans and intelligent machines, A.I. isn’t a force to be feared in the workplace, but embraced.
作者:玛格丽特托马兹祖克
About Cultivate
Cultivate helps companies leverage their digital communication data with A.I. to extract important organizational learning and unleash leadership potential.
For more information on what we are doing at Cultivate, check out our website.
英文也比较简单理解,就不翻译了~