Implementing Innovation and Trends When Building Your Team
Technology now moves at lightning speed, which and impacts how we interact with each other in business and in our personal lives. Seems just about everything is about bringing innovation and making everything around us faster, more efficient, and measuring the data from the automation. Catching the eye of applicants is seriously competitive and businesses and organizations are getting more creative to recruit top talent and engage them in the application process through their use of social channels.
According to Talent Economy (April 2017) “fast food giant McDonald’s announced this month it is requesting applications to their Australian restaurants via the disappearing photo and video sharing platform Snapchat. Through the app, a filter creates the appearance that an applicant is wearing a McDonald’s uniform. They then record a 10-second video, submit it and wait for the next step in the application process, according to a recent Inc. article.” Snapchat appeals to a younger demographic that will embrace this method of recruiting. In today’s war for talent, this unconventional recruiting approach is innovative and will make McDonald’s stand out to the target demographic they traditionally employ.
Elaine Orler, CEO & co-founder of Talent Function, a talent acquisition consulting service based in San Diego shared her insight on three emerging recruiting technologies to look out for.
Snapchat: Snapchat advertisements are becoming popular and can help an organization compete with other companies for candidate attention.
Artificial Intelligence: Search and matching is one area in which AI excels, aiding in identifying the candidates best fit for a role based on their résumés, Orler said. Limitations abound, though, including access to data and integrating the search tool into legacy data systems and recruiters’ daily work. This technology is expected to grow in the future. Orler said AI could soon include social listening tools, in which software can follow potential candidates on social media and alert recruiters when candidate sentiment seems to change.
Virtual Reality: One German firm, Deutsche Bahn, uses VR to showcase jobs that are hard to fill, giving viewers a taste of some roles before they apply. The British Army also uses this technology, providing a VR obstacle course, parachute jump and more.
As VR becomes more accessible in the future, it could also be a standard part of skills testing for some roles, said James Hawley, executive vice president of Veredus, a Hays Company, a specialized recruitment and staffing agency headquartered in Tampa, Florida.
Traditional methods of applying for jobs include submission of a resume and interview. That method doesn’t actually demonstrate a candidate’s skills that align with an employer’s needs. Our culture is about results that demonstrate scaling, measurement, and efficiency. Regardless if you are a new candidate to the workforce fresh out of school or a seasoned executive, you might be surprised to find out you will be asked to demonstrate your skills.
Marcel Schwantes (Inc., March 6, 2017) interviewed Ron Friedman (award-winning social psychologist and the author of The Best Place to Work) shared “81 percent of people lie during the interview. No joke, 81 freaking percent! Friedman says we are creating a condition where people are being dishonest because, well, plain and simple, it's the only way for them to get a job.”
Employers aren’t off the hook either though. Friedman says “We have unconscious biases when we look at other people and evaluate their skill set. Chances are you've probably interviewed an attractive female, a tall person, or someone who speaks with a deep voice. Here's what science is saying on each, according to Friedman:
People who are good looking tend to be evaluated as being more competent, intelligent, and qualified than their less attractive colleagues, despite not being objectively better at any of these things.
People who are taller tend to be evaluated as having more leadership skills than their shorter counterparts. The same results also held for women, though the effect was not as large. Also, decades of data have revealed a clear relationship between height and salary at every age.
People who speak with a deeper or lower-pitched voice are viewed as possessing greater strength, integrity, and trustworthiness.”
Friedman says that if you, as the interviewer, assume that a job candidate is extroverted, you're going to ask you a question like, "Tell me your experience leading groups."But if you assume that a job candidate is introverted, you might ask a slightly different question, like, "Are you comfortable leading groups?" Realistically, research suggests we can't help being swayed by these factors, and they affect the way we conduct the interview. This seems like common sense, right? However people do so many functions on auto pilot we are oblivious to what we a