When we launched Entelo Envoy at the HR Technology Conference last year, our aim was to make sourcing job candidates as simple as possible. Since then, we’ve helped numerous companies put their sourcing on autopilot, and watched them use that saved time to bolster candidate experience programs, form stronger talent relationships and ultimately build amazing teams.
We’ve seen what works and what can be made even easier, so now we’re happy to introduce a new Envoy Input Form that is even simpler to use and makes sourcing candidates as effortless as posting a status update.
Traditional recruiting isn’t going to cut it anymore. Entelo customers and other recruiting automation experts know that in order to get ahead, employers must think outside the box when it comes to engaging top talent. Today we’re happy to share our latest resource to help recruiters get ahead of the competition and hire more efficiently.
The human brain is built for bias. To efficiently process a large amount of information quickly, the brain creates categories and ties personal associations and perceptions to those categories. This process happens subconsciously and usually without malintent.
Left unchecked, unconscious bias can have negative implications when it comes to the way companies hire. Even with the best intentions and the most experienced recruiters, unconscious bias can creep into the sourcing process, resulting in certain candidates gaining an advantage in the hiring process for the wrong reasons and thwarting opportunities for other candidates that may be the right fit for the job.
When initiating a sourcing project, what is the first thing recruiters do? Often the search begins with a long boolean string, jam packed with keywords. Recruiters start this way because it helps to identify potential prospects, however this approach is fundamentally flawed. Keyword searches only identify candidates that have added those keywords to their resumes and professional profiles themselves. Therefore, this system gives preferential treatment to individuals who feel comfortable listing additional keywords and thwarts opportunities for those that are more humble. In fact, men tend to have 16% more keywords on their resume compared to women for the same role and the same experience, according to Entelo data.
“The recruiting playbook has fundamentally shifted. There is a generation of recruiters that needs to change and evolve,” NN Srinivas, senior director, head of management recruitment for the America's at Cognizant said.
NN and Ladonna Tucker, head of global talent acquisition digital strategy & transformation at Schneider Electric joined us on the Hiring on All Cylinders podcast to share their thoughts on the ways talent acquisition is changing and how to best prepare and adapt to this new world.