Recruit to Suit.
Has AI Turned Your Recruiting Process Into a Crapshoot?
When it comes to optimizing your recruiting and hiring effectiveness, it is wise to consider AI’s influence on the recruiting process.
More and more candidates use AI to generate cover letters, analyze their resumes against job descriptions, automate drafting of emails, and provide feedback after analyzing facial expressions and tone of video interviews. Some applicants leverage LLMs to respond to behavioral questionnaires to alter the image of their actual technical and emotional dimensions.
Cursory, some rely on AI to produce a candidate narrative which may or may not necessarily reflect true core styles and skillsets.
AI is not going away. If you wish to safeguard your recruiting and hiring against such misdirection, use a system that provides you with the most rational baseline.
Building A Business is Like Riding a Bicycle; To Maintain Balance, Just Keep Moving.
It’s no secret. A company’s strength lies in the strength of it’s leadership.
Is your company’s quest for the best being suppressed?
There are many elements to consider when targeting key positions.
Your visualization for starters. Avoid the WYSIATI mental trap when benchmarking the position you seek to fill. The right talent is out there.
Continuous Challenge and Change.
In her book, The Plateauing Trap, Judith Bardwick says in the first 3 months of a new job, employees are inexperienced. The next 18 months are characterized by rapid learning, acquiring skills and learning the lay of the land. After 2 years, most reach a plateau.
With such insights, managing turnover takes on a whole new meaning.
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