Cheers to recruiters! It’s your work day in and day out that brings the best talent to your organization – and the fresh ideas, perspectives, and backgrounds that reinvigorate the business. Yet, there will inevitably come a time, no matter how dedicated a professional you are, when communication barriers with a hiring manager keep you up at night thinking through the long list of job requirements, failed interviews, and hard-to-fill roles on their team.
It’s been a busy year for us here at Entelo, from hosting the inaugural Recruiting Automation Summit to bringing on 5 of the top 8 Fortune 500 companies as customers, and yet it’s hard to believe another yearend is quickly approaching. 2018 has been one of innovation and evolution for Entelo, with almost every month bringing new features and updates to the platform. To recap this year's progress and set the tone for what to expect in 2019, take a look at our year in review:
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.