The project is all about research how artificial Intelligence will help the recruitment industry in hiring the right candidate at right place. It is all about adding value to the organisation in a effective way
A project on artificial intelligence in recruitment processGautam Raval
The Project is all about how Artificial Intelligence is helping to gain the productivity overcoming the human errors.
The Future is all about machines are put to make the decisions to gain efficiency and effectiveness
This document provides 5 tips for speeding up recruiting in 2017. It recommends automating repetitive recruiting tasks like job postings, resume screening, candidate outreach, interviewing, and reference checks using tools like applicant tracking systems, AI, chatbots, and digital interviewing. Automating these tasks can reduce time to hire and cost per hire while freeing up recruiters to focus on strategic work. The document also emphasizes measuring which tasks take the most time and can benefit from automation, and ensuring any new software integrates well and provides a clear return on investment.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENTHuman Capital Media
The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
Fact or Fiction: AI in Recruitment Selection and assessments. Gareth Jones
Gareth Jones discusses the realities of work in the digital age and the differences between digital transformation and the impact of technology. He argues that while technology has changed aspects of work like communication, dress codes, and working locations, the core aspects of defining jobs, people, and work hours remain largely the same. Jones also cautions against overstating the capabilities of AI in areas like assessment and hiring where understanding human values, behaviors and motivations is still key. He advocates focusing on understanding people and driving value for individuals rather than automating processes.
Merging Artificial and Human Intelligence in RecruitmentMax Armbruster
When it comes to recruitment, artificial intelligence is still a long long way before it can overtake human intelligence. Together, merging them to create augmented recruiters, you can achieve amazing results. See how the latest technology from recruitment and sales can augment recruiters in the way they listen, communicate, prioritize, screen, market and engage with candidates.
Featuring tech from HireVue, Textio, Google, SalesForce Einstein, and Stanley the recruitment chatbot from Talkpush.
Presented by Max Armbruster, August 23rd at the HR Summit organized by the International Business Process Association of the Philippines
Today, During a Management Development Program at Radisson Hotel, Noida.
Participant from PSUs like NTPC, GAIL and HR Personnel from Corporate with more than 20 years of experience.
A grand Teaching Learning Experience
A project on artificial intelligence in recruitment processGautam Raval
The Project is all about how Artificial Intelligence is helping to gain the productivity overcoming the human errors.
The Future is all about machines are put to make the decisions to gain efficiency and effectiveness
This document provides 5 tips for speeding up recruiting in 2017. It recommends automating repetitive recruiting tasks like job postings, resume screening, candidate outreach, interviewing, and reference checks using tools like applicant tracking systems, AI, chatbots, and digital interviewing. Automating these tasks can reduce time to hire and cost per hire while freeing up recruiters to focus on strategic work. The document also emphasizes measuring which tasks take the most time and can benefit from automation, and ensuring any new software integrates well and provides a clear return on investment.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENTHuman Capital Media
The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
Fact or Fiction: AI in Recruitment Selection and assessments. Gareth Jones
Gareth Jones discusses the realities of work in the digital age and the differences between digital transformation and the impact of technology. He argues that while technology has changed aspects of work like communication, dress codes, and working locations, the core aspects of defining jobs, people, and work hours remain largely the same. Jones also cautions against overstating the capabilities of AI in areas like assessment and hiring where understanding human values, behaviors and motivations is still key. He advocates focusing on understanding people and driving value for individuals rather than automating processes.
Merging Artificial and Human Intelligence in RecruitmentMax Armbruster
When it comes to recruitment, artificial intelligence is still a long long way before it can overtake human intelligence. Together, merging them to create augmented recruiters, you can achieve amazing results. See how the latest technology from recruitment and sales can augment recruiters in the way they listen, communicate, prioritize, screen, market and engage with candidates.
Featuring tech from HireVue, Textio, Google, SalesForce Einstein, and Stanley the recruitment chatbot from Talkpush.
Presented by Max Armbruster, August 23rd at the HR Summit organized by the International Business Process Association of the Philippines
Today, During a Management Development Program at Radisson Hotel, Noida.
Participant from PSUs like NTPC, GAIL and HR Personnel from Corporate with more than 20 years of experience.
A grand Teaching Learning Experience
RecruitiX - the Next-Gen Recruiting Solutions Agency (EN v08)Fabrizio Coerezza
WE USE DIGITAL MARKETING TECHNIQUES TO DISRUPT THE RECRUITMENT PROCESS
Therefore, we know exactly what is possible and how we can take your recruiting to the next level with innovative solutions!
We provide the following services:
- PROGRAMMATIC RECRUITING
- RECRUITING CHATBOT
- EMPLOYER BRANDING
- TALENT ATTRACTION
- EMPLOYEE ENGAGEMENT
Key findings of Candidate Interview Experience Survey Report -
Recruise India operates in the field of Recruitement and Market Intelligence, our CIE Survey was launched as part of our Market Intelliegence program. For over a decade we have provided scalable and competitive solutions to our clients which are formulated through our core expertise in the staffing industry.
The Salesforce skills are currently the most active and sought-after skill set across certain industries and will continue to be in high demand. The report showcases location wise talent availability in the market, analysis on diversity, job function, experience break up and more to help meet the challenges in setting up a team.
The need for Data Scientists are growing rapidly and companies continue to look into Bangalore for the growing talents. The report shares insights on training, analysis on talent availability in India, top companies and their compensation, top colleges hired from and more to help companies understand the talent pool landscape
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines.
Learn more at: http://bit.ly/2dDmZNK
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Is this what the future of high-volume recruitment will look like? We hope so!
Let's take a look at how AI can save high-volume recruitment.
AI for recruiting is the application of artificially intelligent abilities such as learning or problem-solving designed to automate some part of the recruiting workflow.
In 7 steps we take a look at the impact of AI technology on recruitment.
Step 1: Your job posting receives receives hundreds of resumes which get collected by your ATS. On average, 75% of the candidates are unqualified.
Step 2: AI recruitment in the form of automated resume screening technology instantly grades and shortlists the qualified 25% of candidates for you.
Step 3: With a click of a button, you can set up interviews with qualified candidates using an auto-dialer, auto-texter, or auto-emailer.
Step 4: AI recruitment in the form of a chatbot can help you engage with candidates by answering their questions about the job and providing them with feedback about their applications.
Step 5: AI recruitment in the form of video interview technology uses algorithms to analyze candidates’ emotions, word choices, and personality traits to help you assess whether they’d be a good fit for the job.
Step 6: You can interview candidates online in real time or watch pre-recorded interviews on your own time. With a click of a button, you can invite candidates to an in-person interview or hire them based on their video interview.
Step 7: By automating or streamlining parts of your recruiting workflow, AI recruitment allows you to spend more of your valuable time engaging with candidates and partnering with hiring managers to make better hires, faster.
Will recruiters be replaced by AI? Will recruiters be eventually replaced by AI?
This presentation explores AI trends in recruitment and how
AI can be leveraged to support humans by automating;
- Sourcing
- Screening
- Matching
- and assessing candidates
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
AI in Talent Acquisition - Talent Connect 2017Przemek Berendt
Artificial intelligence is disrupting talent acquisition in several ways: (1) AI can automate tasks like screening resumes, conducting video interviews, and scheduling appointments; (2) Advanced AI uses techniques like deep learning and neural networks to personalize candidate outreach through targeted messaging and chatbots; (3) As AI assumes more roles, recruiters' jobs will change to become AI trainers, career engineers, explainers, and sustainers who ensure proper AI functioning. The document discusses these changes and recommends recruiters stay updated on technologies, identify skills gaps, experiment with AI tools, and adopt AI to help in their daily work.
Utilising Talent Acquisition Technology to Drive Impact in the APAC RegionCielo
Cielo is a leading global recruitment process outsourcing (RPO) firm operating in over 100 countries. They provide RPO, talent acquisition, consulting, and executive search services. Cielo uses their proprietary talent cloud platform and technology-enabled solutions to help clients attract, assess, and hire the right talent. The presentation discusses trends in talent acquisition technology, considerations for implementing a global tech platform locally, and how to build a case for change.
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
#FIRMday London 1st November 2018 - WilsonHCG: The evolution of the talent la...Emma Mirrington
If you don’t have the right talent acquisition strategy, 2019 could be one of your most challenging years. The rapid onset of new technologies and the increasing competition for talent is forcing organisations to re-engineer their approach to talent in order to be successful.
You need the right foundations in place to develop a robust talent acquisition strategy to attract, hire and retain great people while also preparing for future changes that could affect how to recruit, particularly in competitive markets.
Join Craig Sweeney, SVP of Client Solutions at WilsonHCG, as he discusses:
• The evolution of the talent landscape and what it means for workforce development and management in 2019
• How to use advanced analytical and intelligent technology to create a more efficient and expedited recruitment process
• Best practices for delivering an optimised candidate experience while remaining compliant
• Key takeaways and stories from global companies leading inventive talent pipelining strategies
AI Recruitment - How Businesses Are Winning the Race for the TalentSkyl.ai
About the webinar
Have you ever faced this situation wherein your recruitment team didn’t get enough time to build a stellar candidate experience and faced a hard time sifting through thousands of resumes and scheduling calls?
According to a survey by HR.com, in today's time one in ten recruiters use AI and nearly half expect to adopt it in their recruitment process within the next 5 years to keep up with changing market pace.
Over the course of 45 minutes, you will gain insights into how AI is changing recruitment and giving companies a competitive edge.
What you'll learn:
- How organizations are leveraging AI to accelerate the search for top talent
- Live Demo of smart resume search using Natural language processing
- Best practice to automate machine learning models in hours not months
To explore more, visit: https://skyl.ai/form?p=start-trial
Innovations in Employee Referral Programs - Spring 2015 - Kara Yarnot, Presid...RecruitDC
This document discusses trends in employee referral programs from a 2014 benchmarking survey. It finds that 71% of companies have a formal referral program, with 86% planning to launch one. Referrals make up over half of external hires for 38% of companies. The top goal of programs is to increase candidate quality. Centralized management is most common. Cash incentives are prevalent, though non-cash incentives are growing. Social referrals using third party tools are an increasing trend, as is expanding programs to include non-employees like customers and alumni. Effective programs make referrals easy and recognize participating employees.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
The document outlines a 9-step data-driven talent acquisition process including tools and metrics to optimize each step. It discusses conducting an organizational needs analysis using a skills matrix, getting approval on job requisitions, performing a job analysis, determining selection criteria and methods, searching and attracting candidates using various metrics, running candidates through the selection process, making an offer and calculating the offer acceptance rate, onboarding new hires and tracking time to productivity and cost of getting to optimum productivity level, and finally evaluating the process using various turnover and satisfaction rates. The goal is to make talent acquisition more effective and efficient using data and metrics.
White Paper - leveraging Customer Inputs to Accelerate Business ObjectivesValueNotes
Successful companies place the customer at the heart of their business, and base their activities and decisions on the customer’s needs and preferences.
RecruitiX - the Next-Gen Recruiting Solutions Agency (EN v08)Fabrizio Coerezza
WE USE DIGITAL MARKETING TECHNIQUES TO DISRUPT THE RECRUITMENT PROCESS
Therefore, we know exactly what is possible and how we can take your recruiting to the next level with innovative solutions!
We provide the following services:
- PROGRAMMATIC RECRUITING
- RECRUITING CHATBOT
- EMPLOYER BRANDING
- TALENT ATTRACTION
- EMPLOYEE ENGAGEMENT
Key findings of Candidate Interview Experience Survey Report -
Recruise India operates in the field of Recruitement and Market Intelligence, our CIE Survey was launched as part of our Market Intelliegence program. For over a decade we have provided scalable and competitive solutions to our clients which are formulated through our core expertise in the staffing industry.
The Salesforce skills are currently the most active and sought-after skill set across certain industries and will continue to be in high demand. The report showcases location wise talent availability in the market, analysis on diversity, job function, experience break up and more to help meet the challenges in setting up a team.
The need for Data Scientists are growing rapidly and companies continue to look into Bangalore for the growing talents. The report shares insights on training, analysis on talent availability in India, top companies and their compensation, top colleges hired from and more to help companies understand the talent pool landscape
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines.
Learn more at: http://bit.ly/2dDmZNK
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Is this what the future of high-volume recruitment will look like? We hope so!
Let's take a look at how AI can save high-volume recruitment.
AI for recruiting is the application of artificially intelligent abilities such as learning or problem-solving designed to automate some part of the recruiting workflow.
In 7 steps we take a look at the impact of AI technology on recruitment.
Step 1: Your job posting receives receives hundreds of resumes which get collected by your ATS. On average, 75% of the candidates are unqualified.
Step 2: AI recruitment in the form of automated resume screening technology instantly grades and shortlists the qualified 25% of candidates for you.
Step 3: With a click of a button, you can set up interviews with qualified candidates using an auto-dialer, auto-texter, or auto-emailer.
Step 4: AI recruitment in the form of a chatbot can help you engage with candidates by answering their questions about the job and providing them with feedback about their applications.
Step 5: AI recruitment in the form of video interview technology uses algorithms to analyze candidates’ emotions, word choices, and personality traits to help you assess whether they’d be a good fit for the job.
Step 6: You can interview candidates online in real time or watch pre-recorded interviews on your own time. With a click of a button, you can invite candidates to an in-person interview or hire them based on their video interview.
Step 7: By automating or streamlining parts of your recruiting workflow, AI recruitment allows you to spend more of your valuable time engaging with candidates and partnering with hiring managers to make better hires, faster.
Will recruiters be replaced by AI? Will recruiters be eventually replaced by AI?
This presentation explores AI trends in recruitment and how
AI can be leveraged to support humans by automating;
- Sourcing
- Screening
- Matching
- and assessing candidates
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
AI in Talent Acquisition - Talent Connect 2017Przemek Berendt
Artificial intelligence is disrupting talent acquisition in several ways: (1) AI can automate tasks like screening resumes, conducting video interviews, and scheduling appointments; (2) Advanced AI uses techniques like deep learning and neural networks to personalize candidate outreach through targeted messaging and chatbots; (3) As AI assumes more roles, recruiters' jobs will change to become AI trainers, career engineers, explainers, and sustainers who ensure proper AI functioning. The document discusses these changes and recommends recruiters stay updated on technologies, identify skills gaps, experiment with AI tools, and adopt AI to help in their daily work.
Utilising Talent Acquisition Technology to Drive Impact in the APAC RegionCielo
Cielo is a leading global recruitment process outsourcing (RPO) firm operating in over 100 countries. They provide RPO, talent acquisition, consulting, and executive search services. Cielo uses their proprietary talent cloud platform and technology-enabled solutions to help clients attract, assess, and hire the right talent. The presentation discusses trends in talent acquisition technology, considerations for implementing a global tech platform locally, and how to build a case for change.
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
#FIRMday London 1st November 2018 - WilsonHCG: The evolution of the talent la...Emma Mirrington
If you don’t have the right talent acquisition strategy, 2019 could be one of your most challenging years. The rapid onset of new technologies and the increasing competition for talent is forcing organisations to re-engineer their approach to talent in order to be successful.
You need the right foundations in place to develop a robust talent acquisition strategy to attract, hire and retain great people while also preparing for future changes that could affect how to recruit, particularly in competitive markets.
Join Craig Sweeney, SVP of Client Solutions at WilsonHCG, as he discusses:
• The evolution of the talent landscape and what it means for workforce development and management in 2019
• How to use advanced analytical and intelligent technology to create a more efficient and expedited recruitment process
• Best practices for delivering an optimised candidate experience while remaining compliant
• Key takeaways and stories from global companies leading inventive talent pipelining strategies
AI Recruitment - How Businesses Are Winning the Race for the TalentSkyl.ai
About the webinar
Have you ever faced this situation wherein your recruitment team didn’t get enough time to build a stellar candidate experience and faced a hard time sifting through thousands of resumes and scheduling calls?
According to a survey by HR.com, in today's time one in ten recruiters use AI and nearly half expect to adopt it in their recruitment process within the next 5 years to keep up with changing market pace.
Over the course of 45 minutes, you will gain insights into how AI is changing recruitment and giving companies a competitive edge.
What you'll learn:
- How organizations are leveraging AI to accelerate the search for top talent
- Live Demo of smart resume search using Natural language processing
- Best practice to automate machine learning models in hours not months
To explore more, visit: https://skyl.ai/form?p=start-trial
Innovations in Employee Referral Programs - Spring 2015 - Kara Yarnot, Presid...RecruitDC
This document discusses trends in employee referral programs from a 2014 benchmarking survey. It finds that 71% of companies have a formal referral program, with 86% planning to launch one. Referrals make up over half of external hires for 38% of companies. The top goal of programs is to increase candidate quality. Centralized management is most common. Cash incentives are prevalent, though non-cash incentives are growing. Social referrals using third party tools are an increasing trend, as is expanding programs to include non-employees like customers and alumni. Effective programs make referrals easy and recognize participating employees.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
The document outlines a 9-step data-driven talent acquisition process including tools and metrics to optimize each step. It discusses conducting an organizational needs analysis using a skills matrix, getting approval on job requisitions, performing a job analysis, determining selection criteria and methods, searching and attracting candidates using various metrics, running candidates through the selection process, making an offer and calculating the offer acceptance rate, onboarding new hires and tracking time to productivity and cost of getting to optimum productivity level, and finally evaluating the process using various turnover and satisfaction rates. The goal is to make talent acquisition more effective and efficient using data and metrics.
White Paper - leveraging Customer Inputs to Accelerate Business ObjectivesValueNotes
Successful companies place the customer at the heart of their business, and base their activities and decisions on the customer’s needs and preferences.
Workforce Analytics-Big Data in Talent Development_2016 05Rob Abbanat
1) The document discusses how workforce analytics uses big data approaches to improve talent management and recruiting. It outlines a 5-step process for implementing workforce analytics: clarifying the problem, determining metrics, gathering data, analyzing the data, and presenting results visually.
2) Most companies are still only reporting workforce analytics data, while few are able to forecast or simulate results. Examples are given of how some companies have used workforce analytics to optimize retention, promotions, and talent acquisition strategies.
3) The meeting discussed how workforce analytics can help move companies from decisions based on hunches to data-driven models, showing clearer links between talent expenditures and organizational performance.
This document provides an overview of a student project on customer satisfaction of Airtel mobile services in India. It includes an acknowledgment section thanking the student's guide. The document then outlines the contents which will cover an introduction to customer satisfaction, Airtel's company profile, products and services, SWOT analysis, distribution and sales, targeting, data analysis, findings and conclusions. It describes the research methodology as using a survey method with a sample size of 100 customers and data collection through questionnaires. The need for the study is to understand customer service importance and marketing/management skills for organizational growth by assessing Airtel customer satisfaction levels.
Project on New Product Development & its promotionSuraj Patra
It is based on how a new product development cycle. I did this project in an IT startup company. In that, we undergo many surveys and demo for launching the product. Just open it and give your valuable feedback to me. Thanks.
Retail Industry Executive Series October 2010pavansriram
This document discusses innovative hiring practices for the retail industry. It notes that the retail industry in India is growing again after an economic slowdown. There is a need for various retail jobs at different levels. Frontline sales and customer service staff are key to success. The document recommends implementing an integrated recruiting and selection process using technology to source from a large applicant pool, filter candidates through online assessments, and conduct interviews only with qualified candidates. This approach could increase the number of qualified applicants, reduce costs per hire, and lower time-to-fill positions compared to traditional hiring methods.
Study on Benchmarking with Respect to Recruitment ParametersIJMTST Journal
Benchmarking of the recruitment parameters is indeed the process by which, an organization can compare
its recruitment parameters and policies. As the employee is an undividable but the most important part of an
organization, it is the main component in an organizations growth and success. Thus, at certain point in time,
every organization needs to evaluate its recruitment strategies in accordance to hire the skillful and most
productive workforce. Today organizations should measure to confirm whether you are employing effectively
or not, you would end up spending most of time measuring recruiting activities instead of actually recruiting.
Benchmarking of recruitment parameters will help organization how business is doing on the talent
management front.
This document provides an overview of Lean Six Sigma methodology. It discusses the key concepts of Lean, Six Sigma, and their synergistic relationship. It outlines the critical elements for successful Lean Six Sigma deployment, including executive commitment and financial accountability. Key roles like Master Black Belt, Black Belt and Green Belt are defined. The DMAIC process for process improvement projects is summarized. Guidelines for selecting high-impact projects and avoiding poorly-defined projects are also provided.
The document discusses research conducted by UPS and IDC on operational transformation in the manufacturing industry. The research found that while most companies use Lean/Six Sigma approaches, the increasing demands of customers have tested the limits of these methods. To achieve higher levels of operational excellence, companies must leverage new technologies like IoT and analytics (smart operations) to gain greater insights from data in real-time. The research showed that companies aggressively pursuing smart operations investments were better positioned for success and had made more progress in areas like connected products/assets and supply chain decision-making. Those lagging risk falling further behind industry leaders in competitiveness.
Net Promoter Score - A 10 Slide IntroductionGenroe
We talk to lots of people about Net Promoter Score and there are many mis-conceptions about it. So we put together this brief introduction to answer the questions we hear most often.
The COVID-19 pandemic has encouraged many recruitment companies to adapt their talent acquisition processes to new realities. A survey was conducted to know what the talent acquisition function looks like now and what it will look like in the future. Go through this PDF and get an overview of the significant findings of the survey! For talent management solutions and services, visit - https://www.emptrust.com/
The marketing research process involves 9 steps: 1) Formulating the problem, 2) Choosing a method of inquiry (experimental or non-experimental), 3) Selecting a research method, 4) Designing the research, 5) Collecting data through techniques like interviews and observation, 6) Designing the sample, 7) Analyzing and interpreting the data, 8) Collecting the data, and 9) Creating a marketing research report to communicate the results. The overall process helps address a marketing problem by gathering and analyzing relevant data to inform recommendations.
The document discusses barriers to starting technology innovation companies and how those barriers have become easier to overcome in recent years. Specifically, it addresses how infrastructure, investment, time, and talent barriers that once required significant money and resources can now be addressed more easily through cloud services, lower startup costs, leveraging existing customer bases, and outsourcing talent. The key is seeing opportunities rather than barriers and being willing to start small, test ideas quickly, and iterate based on customer feedback.
American Society for Quality - Employee Engagement Presentation TalentMap
Employee Engagement : Moving the Needle on Quality
This lecture is designed to demonstrate how engaged employees positively impact quality. Sean will expand on how employees become engaged and stay engaged. He will use statistics to identify how engaged employees impact quality results and processes. All audience members will be equipped with talent solutions that they can immediately implement in their workplace to impact the organization’s human capital results and their quality-related bottom line performance.
Session Description:
TalentMap’s proven Best Practices are shared and elaborated on. What has TalentMap heard employees/employers from hundreds of corporations share with us? What do they need and want to become and stay engaged employees? How have the engagement elements been impacted by quality programs and implementation plans put in place by corporations? These questions and many more are addressed when Sean Fitzpatrick shares ideas, approaches and business practices on employee engagement and how it impacts corporate culture and quality. We will address:
-Statistics from TalentMap’s extensive database that identify how engaged employees improve on quality
-What TalentMap has learned and heard from employees when surveying their corporate culture that impacts quality
-How to implement action plans with accountabilities from an engagement survey
Once you have surveyed identify how you work on making the changes that will impact your corporate engagement levels:
-what are the quick wins
- plan for the strategic gains
- looking at impact vs. cost
- how you deliver what you have promised
- importance of measuring your programs
- who should be involved in the planning,delivery and implementation
Our Client will then address what they have experienced, learned and implemented on during and after their Employee Engagement survey. Once you have all the data and information how do you set priorities, how do you roll them out, who implements and how do you measure success, how you get the buy-in in a unionized environment?
1. The document discusses tips and tools for conducting effective Voice of the Customer (VOC) research to better listen to and understand customers.
2. It outlines trends in VOC, common research methodologies like Net Promoter Score, and tools for text analytics, crowdsourcing, mobile surveys, and real-time action alerts.
3. The presentation provides best practices for using VOC research to drive innovation, growth, and customer retention.
Machine Learning for Business - Eight Best Practices for Getting StartedBhupesh Chaurasia
This document provides an overview of best practices for organizations getting started with machine learning. It discusses 8 best practices: 1) Learn the predictive thought process, 2) Focus on specific use cases, 3) Look for the right predictive tooling, 4) Get training on machine learning techniques, 5) Remember that good quality data is important, 6) Establish model governance processes, 7) Put machine learning models into action, and 8) Manage, monitor and optimize models continuously. The document provides details and examples for each best practice to help organizations successfully implement machine learning.
Informed Manufacturing: Reaching for New HorizonsCognizant
Although still in its infancy, informed manufacturing -- making the right information available in the right form at the right time -- is advancing across industry sectors. Cognizant's recent in-depth study involving interviews with manufacturing CXOs, engineering firms, service and IT providers, academia and industry analysts worldwide, revealed that while most companies understand the signifiance of informed manufacturing, many are proceeding carefully -- working to balance the conflicting priorities of managing day-to-day business while focusing on innovation and breakthrough initiatives. They see external support as a critical success factor.
4 ways to improve your customer performance measurementObservePoint
1. Marketers need answers to what is working, what isn't working, and why. However, most solutions only provide limited insights that marketers don't fully trust.
2. To gain a complete picture, marketers must evaluate the entire customer journey beyond just marketing touchpoints, using holistic and unified data from across the customer experience.
3. Marketers also need to measure success using broader financial metrics like revenue and profitability, not just initial conversions, and optimize for customer lifetime value over single transactions.
Optimizely building your_data_dna_e_booktthhciciedeng
This document provides guidance on how to build a company's data DNA by establishing key metrics, gathering both quantitative and qualitative data, and using that information to optimize business performance through experimentation and A/B testing. It emphasizes the importance of identifying a single "guiding light" metric that defines business goals and can be used to prioritize optimization efforts. The document also outlines how to map customer journeys and core conversion funnels in order to determine high-value areas of a website or product to test. It recommends using qualitative user research to identify major roadblocks or weaknesses before developing hypotheses for A/B tests aimed at improving conversion rates and the guiding metric.
- Companies are throwing resources at customer experience innovation in an attempt to differentiate themselves, but most are not achieving meaningful innovation. They copy competitors or rely on new technologies without understanding customer needs.
- True innovation requires solving real customer problems and aligning innovations with business models and brands to ensure relevance and longevity. Successful innovations encompass customer needs, business impacts, and brand attributes.
- To innovate successfully, companies must ground their efforts in customer understanding, rigorously design new experiences, and strategically measure business outcomes rather than blindly following competitors or technology trends.
Similar to Project on Artificial Intelligence in to Recruitment Proces (20)
4. Recruitment refers to the process of finding new employees for
an organization.
HR departments often take on this role, but companies may
outsource these functions to a staffing firms, or recruiting agency
in order to locate and hire qualified candidates
The global recruitment process outsourcing market is forecasted
to grow at a compound annual growth rate (CAGR) of 17.66%
from 2017 to 2021
In The Recruitment Industry in India is growing at 21% per year
and is approximately worth Rs. 35,000 crores.
Many countries and major corporates will be investing in India in
mere future which an article was also published in ET
INDUSTRY ANALYSIS
4
6. COMPETITOR ANALYSIS
Over all into the similar space of the product there are 24 competitor’s
across the globe.
But the Major competitor is IBM Kenexa Employee Assessments, who
is providing the similar features at a starting price of Rs; 20,540/-
The collaboration of the organisation is with the huge and major
corporates in the market.
Add a Footer 6
7. COMPANY PROFILE
• Establishment on: 8th Auguest,2017
• It is dealing into IT/Software Industry
• Abhay Techsolution, also known as ATS; is a
synonym for “Affordable technology Solutions”.
• It’s USP is to provide the software solutions for
complex business problems that too at a very
affordable price.
• Their Major focus is automating the HR Practices
with integration of Artificial Intelligence.
7
PRODUCTS ARE:
Products
NextJob
Meet
KPI
E3 HR
App
Payrolite
8. OBJECTIVE OF
STUDY
8
To create the awareness for the product and a sales pipe line through
the pre sales activity.
Created the unique way to conduct the survey
How to hold the customer’s attention through product launch
To study the trends in market for recruitment software industry
To study the consumer behaviour
10. Convenience SAMPLING
We targeted the sample population
who were involved in the
recruitment process, they may be
the HR executives, Decision Makers,
IT Professionals, owners etc.
DATA COLLECTION METHOD:
The mode of collection of the data
was primary research, the research
that was performed was based on
the set of Questionnaires,
Interactive conversation and Idea of
creative video survey.
The collection of the data helped to
identify the Prospect customers for
the product which also created the
healthy pipeline for the product
which may achieve the maximum
sales post the product launch
10
13. While undergoing the survey they were also the opinions
of the people, who denied giving the survey and expressed
their views, Some of them are highlighted below:
It is not useful even if candidate is willingly to be trained
and be part of organisation.
Run time challenges are not handled so effectively.
It is basically a key word matcher no verification is done.
It won’t add value in a country like India as its too diverse
in nature and incurs additional cost.
We will not be able to connect the blue-collar employees.
Data Base was questioned.
Resume Parse was questioned why 70% only why not 80
to 85% accuracy is given.
Data secrecy, as we were a start-up.
OPINIONS TO USE THE
PRODUCT
13
14. At same time some of the executive’s managers have also said that
we need to work on the demo to purchase the product
Sample size: Survey was conducted for 89 organizations out of 182,
and rest 96 had an opinion of theirs regarding AI into recruitment
which is noted further
OPINIONS TO USE THE
PRODUCT
14
16. 16
Summary Of Analysis:
The product may perform in the market or no was a question. Understanding
present situation as still the product is the Pre-Launch phase and our core
responsibility was to create the awareness with a concept and the idea of AI
into recruitment, but most of the meets were demanded for the Demo of
the product as everyone wanted a solution to their problem.
Based on the primary research and the present phase of the product to do
the future analysis the Z test states.
For Z Test (Hypothesis Statement):
H0: The product may work, as the concept is new and may add value to the
organisation.
H1: No, the product and new concept may not work and might not add
value.
While performing the test certain parameters, like the USP of the product were
considered, HR involvement in Interview scheduling, challenges faced by the
recruiter, urgent hiring with quality candidate and majorly the cost that they
would incur.
By doing the test, the results have appeared to accept the Alternative
Hypothesis and reject the Null Hypothesis.
17. 17
Interpretation to the results: As mentioned the overall sample size is 182 out of
86 have agreed and given the survey and are warm leads to the product post
launch but 96 have expressed their opinions, for not to use the product.
It’s a very thin line to make the appropriate decision, as most of them have asked,
is the DEMO of the product, Free Trials, to know whether it may really add value
or no.
If 86 have agreed and post product launch if product dose well then it won’t take
more efforts to convince the rest 96 to prove their opinions wrong.
Rest 86 who have given the survey they facing the following challenges which the
portal NextJob Can be the solution.
18. HOW OFTEN DO YOU HIRE:
• As per the above data 37 to 26% are in the cycle
to recruitment very aggressively where it’s an
additional responsibility to the HR including all
the HR activities of the organization, whereas it
is the additional pressure and also incurs the
cost too.
• Where one can identify the requirement of the
organization and pitch accordingly as our main
aspect was pricing, where least that is 16%
category organization would also afford for the
product considering 8.33% of CTC paying to third
party.
18
37%
26%
15%
22%
Sum of Data
Daily Once a Month Once in a blue moon Once in six months
Daily
Once A Month
Once a blue Moon
Once in Six Months
19. HOW OFTEN DO YOU TRAVEL
FOR SOURCING A CANDIDATE
• Usually Travelling is the major concern in
recruitment process for Interviewing the
candidates, whereas the expected output is
least assured to overcome the risk and cost
incurred.
• Analysing figures NextJob as Portal can help
saving the time, cost and efforts of the HR and
candidates by using Online/Offline Video
Interview Feature.
• Usually Consultancies make candidates travel.
19
28
22
20
16
0.33
0.25
0.24
0.18
0
5
10
15
20
25
30
Sum of Percentage
Sum of Data
20. WHO SCHEDULES AND
COORDINATES INTERVIEW
FOR YOU:
• As per the data most of the companies are hiring
through the third-party recruitment agency and using
ATS to ease the process but these are the cost
parameters for the organization, due to increasing
challenges and run time requirements.
• To overcome this challenge and eliminate most of the
Human Intervention, where Rob the USP of the product
becomes a mediator and communicates most of the
needed information to the given situation and can be
used for multi-purpose including ATS
20
ATS
14%
Recruiter
26%
Self
21%
Third Party
39%
Sum of Data
ATS
Recruiter
Self
Third Party
21. CHOOSE THE CHALLENGES
THAT YOU FACE IN HIRING
TALENT:
• Note: Respondent could choose multiple number of
challenges
• Here to this particular question where Recruiters
have chosen multiple, challenges what they are
facing, most of the recruiters are facing the
challenge of Quality of CV and the Cost of hiring,
where NextJob is a portal where the recruiters can
easily overcome the challenge.
21
55
69
54
72
28
42
69
78
52
56
0 20 40 60 80 100
Candidate expectation matching
Candidate turn-up ratio
Coordination hassles?
Cost of Hiring
Employer Brand positioning
Managing Job responses/ Application
tracking
No Show?
Quality of CV’s
Quality of recruiters
Response Time/ TAT
Total
Total
22. MORE AMOUNTS OF TIME
& COST IS SPENT ON
DEVELOPING ANALYTICS
AND GENERATING REPORTS
NOWADAYS:
• Usually interpreting the work done for an audit or any
reviews is a very difficult task, as we need to refer the
backdated work and invest lots of time and efforts
continuing with day to day activity, after analysing
there is still a question of authenticity which hinders
the mind. To avoid such complexation NextJob as a
portal gives day to day updates on the very first page of
login named as dashboard. This also saves cost of using
any other tools to do analysis
22
22
15
12
34
3
0
5
10
15
20
25
30
35
40
Agree Disagree Neutral Strongly
Agree
Strongly
disagree
Total
Total
23. IS URGENT HIRING’S WITH
QUALITY CANDIDATE:
• One of the major challenges is urgent hiring’s of
Quality candidate and the cost that is incurred in
hiring, usually urgent hiring’s are fulfilled by 3rd
party agencies where there is least assurance of
candidate with good knowledge and his ability to
perform too. To overcome this challenge NextJob is
portal where lots of JD matched profiles can be
looked upon in an annual subscription of it at a
fingertip 24*7
23
10
32
9
12
23
0
5
10
15
20
25
30
35
Agree Disagree Neutral Strongly
Agree
Strongly
disagree
Total
Total
24. WHAT IS THE AVERAGE
COST THAT YOU SPEND ON
HIRING A CANDIDATE:
• Nowadays cost cutting is the major responsibility of
every working Individual, hiring at minimum cost is
what every recruiter looks for. Either it is 3rd party
agencies, portals, or any data base it for a limited
period of time or any tools for that matter are
costlier, But Nextjob as portal has unlimited usage
in a year’s subscription. Here we can win from rest
of our competitors as our prices too affordable.
24
28
42
18
0
5
10
15
20
25
30
35
40
45
15000-20000 25000+ 8000-12000
Total
Total
26. FINDINGS
The price of the product is inexpensive compared to the rest 24
competitors.
The features which are provided by the competitors are comparatively
less that in the portal of next job.
All features are provided on the payment of P.A, the case with the
competitors is not so.
The customers are interested to buy the product, as most of the
decision makers and HO are located in Mumbai.
The concept of AI will be booming in mere future.
Add a Footer 26
28. They have to have a proper organizational structure
Should notify the updates, changes formally through the medium
if E-Mails
Weekly Review meeting needs to be conducted, to know the
product development Stage.
Should more focus on the Technical errors and try to fix the
solutions with the permeant solutions
To capture more no. of customers and keep the after sales
service up to the mark they have increase the bandwidth size of
their product’s server
Have to create more visibility of their product and organization
through the medium of social media and other platforms.
SUGGESTIONS
28
30. How to manage and plan the meetings, timings and
targets to complete it in a single day
Understood the techniques of Data Mining
Building real time Strategies
Understood the Practical implication of the SPANCO
Model
Convincing technique at various levels
LEARNINGS
30