Talent News Round-Up: Honest Recruiting, AI Overreliance, and Metrics to Drive Change
Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent CEO, Johnny Campbell’s first-hand takes on these pieces.
- Our first article is from Inc and explores insights from a seasoned recruiter about why candidates don’t get roles. His takes are pretty interesting with poor CVs and lack of interview prep shining out as main culprits.
- Next, we explore a HRD piece that warns how overreliance on AI may in fact turn top talent off. Maybe not a huge ‘take’ but interesting to see the data around it.
- And finally, Kevin Wheeler, ever the recruiting sage, gives his take on some of the most integral metrics we should all be looking at to drive success.
Join us as we explore these pivotal insights and their implications for the future of work.
1. An Honest Recruiter Told Me Why Most Job Seekers Don’t Get Hired
Source: Inc
In his article, Joe Procopio shares insights from a recruiter on why many job seekers fail to secure jobs. The main reasons include poorly crafted resumes, lack of extracurricular passion, minimal interview preparation, and giving superficial answers. The recruiter emphasizes the importance of being concise, showcasing genuine motivation, and understanding the employer’s needs. Procopio’s key takeaway is that honesty, preparation, and persistence remain crucial for success, even in today’s challenging recruitment landscape.
Johnny Campbell’s take on this:
“I LOVE this! This is how real recruiters talk and how they think and thank goodness someone is willing to share it with the candidates! “Word salad of a resume” – I keep re-reading that one. Classic!! What does Joe miss? Recruiters should be as honest as he recommends candidates are. Try that on for size!“
2. Employers’ Reliance on AI During Hiring May Turn Off Top Talent
Source: HRD
A report from Capterra warns that employers’ heavy reliance on AI in hiring could alienate top talent. While 62% of job seekers believe AI increases their chances of being hired, 38% would reject offers from companies that overuse AI. The survey reveals that candidates value efficiency, but 60% prefer opportunities for human interaction during the process. Notably, those most familiar with AI—such as younger and more educated job seekers—are less tolerant of excessive automation in recruitment.
Johnny Campbell’s take on this:
“My initial reaction to this was like “Duh, of course dude!” but then I got thinking; maybe this isn’t obvious to everyone? AI will never replace the entire hiring process, not because it can’t (it can!) but because the humans don’t want it to!! It’s the same with dining in a restaurant; you WANT the waiter to come over and talk to you!! But when it comes to pay, I’d rather scan a QR code and leave. What parts of the process can you augment with more high end waiters and what parts just need a QR code? That’s the question!“
3. Nine Actionable Recruitment Metrics to Drive Performance and Change
Source: Kevin Wheeler
In this article, Kevin Wheeler outlines nine actionable recruitment metrics that can help optimize hiring processes. These include the Talent Magnetism Index, Talent Pool Depth, Application-to-Interview Ratio, Interview-to-Offer Ratio, Candidate Net Promoter Score, Diversity Hiring Rate, Time to Present Velocity, Offer to Acceptance Rate, and Candidate Engagement Level. Each metric provides insights into different aspects of recruitment performance, from attracting talent to improving candidate experience. By focusing on these data-driven metrics, recruiters can transform their processes into more efficient, proactive systems that consistently deliver top talent.
Johnny Campbell’s take on this:
“Kevin is just smart. He has wisdom and this list if full of his wisdom. You’re hopefully using at least half of these but the 4-5 you aren’t are well worth considering. Yes, he’s liberally borrowed from and adapted the metrics of sales and marketing teams but that’s how we need to be thinking.“