This week we found a list of AI-powered tools that will help you source, engage and assess candidates, a thought-provoking piece about how we evaluate who is the “best person for the job”, a three-step plan to avoid the generic-meeting-agenda-pitfall, and more. Check ’em out!
Enjoy these musings!
We are totally for the use of recruitment chat bots to increase the productivity. But we are also starting to think about the implications of automation on recruiters. Are you doing less now that you have technology helping you? Or is the opposite happening and you are doing more now that technology has enabled you to increase your output levels? We are curious, let us know!
This is not so much about trends really but a very handy list of AI-powered tools, each essential for sourcing, engaging and assessing candidates. Check it out!
What is your definition of “best”? Anna Curzon urges us to stop for a moment and think about our definitions of “best”, and consider how the meaning has been shaped by who we are before we go on to hire that next “best” person for the role. A thought-provoking article, you should read this.
Is this automation gone too far? How would you like to be fired by an algorithm? We think this is a step too much – what do you think?
What the science says about meeting agendas may surprise you. Plus an alternative approach that could be a game changer
Author Steven Rogelberg reckons we should reframe our meeting agendas not as topics to be addressed, but as questions to be answered. In this excellent article, he shares a three-step plan, leveraging meeting science, to avoid the generic-agenda-pitfall. Click to learn more.
Simply getting team members answer this list of behavioural questions. Yep that’s how Google assess if an employee will make a great leader. Maybe this could be adapted for recruitment too. Have a look.
Do you have any exciting news to share? Reach out and let us know!
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