Ep 164: Algorithmic Bias In Hiring

Ep 164: Algorithmic Bias In Hiring

For the first show of 2019, I want to address a topic that is critically important for everyone in talent acquisition. There has been some talk about the potential for the algorithms that power recruiting technology to introduce bias into the hiring process but not much analysis on what is actually happening.

For the first show of 2019, I want to address a topic that is critically important for everyone in talent acquisition. There has been some talk about the potential for the algorithms that power recruiting technology to introduce bias into the hiring process but not much analysis on what is actually happening.

To take a deeper dive into the subject, I’m delighted that my guest this week is Miranda Bogen from Upturn, a think tank non-profit with a mission to promote equity and justice in the design and use of digital technology. Upturn have recently published a report that explores algorithmic bias in hiring.

In the interview we discuss:

• Mapping out the predictive algorithms used at the various stage of the hiring process

• Are these recruiting technology tools a more significant risk for causing discrimination than they are a solution to it?

• Are algorithms actually making hiring decisions?

• “Effective deselection” in recruitment marketing and automated sourcing

• The problem with pattern matching

• Machine learning and employer data

• The legal implications of algorithmic recruiting

Miranda also shares her advice to both vendors and employers on what they can do to avoid automated bias.

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Ep 164: Algorithmic Bias In Hiring

Ep 163: Success With Google For Jobs

Ep 163: Success With Google For Jobs

If you listened to the last episode, you will know that I’m ending the year by highlighting two of the areas I believe talent acquisition professionals will be focusing on in 2019. In that episode, we looked at data, in this episode I want to explore SEO.

If you listened to the last episode, you will know that I’m ending the year by highlighting two of the areas I believe talent acquisition professionals will be focusing on in 2019. In that episode, we looked at data, in this episode I want to explore SEO.

SEO has always been prominent in digital marketing, but if we’re 100% honest, it has never really been a big focus for recruitment marketing. The ongoing rollout of Google For Jobs is, however, going to provide those employers who do decide to have a focus on SEO with a significant competitive advantage.

My guest this week is Venkat Janapareddy, Founder and CEO of Jobiak, an AI-based recruitment marketing platform for Google For Jobs.

In the interview we discuss:

• What is Google For Jobs and which countries currently have access

• Why are job boards currently dominating and what is stopping employers taking full advantage of the system?

• How is Google ranking jobs and what can employers do to improve their ranking?

• What results are we seeing?

• The vital importance of detailed and well-written job copy

• Is Google For Jobs allowing employers to access a broader audience?

Venkat also gives us a summary of his top Google For Jobs tips and his predictions for what is coming in 2019

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Ep 163: Success With Google For Jobs

Ep 162: Talent Insights From LinkedIn

Ep 162: Talent Insights From LinkedIn

It’s that time of year when everyone is publishing their predictions for 2019. Will AI finally take over? Will Blockchain dominate? Well, the only way to really find out is to wait and see.

It’s that time of year when everyone is publishing their predictions for 2019. Will AI finally take over? Will Blockchain dominate? Well, the only way to really find out is to wait and see. As my contribution to the end of year prediction frenzy I’m going to dedicate the next two episodes of the show to some key areas I think Talent Acquisition professionals will be focusing on in 2019.

In this episode, I want to look at data and insights. This is a big topic that I will dive into in more details in future shows but, in the meantime, who better to give us a sense of the art of the possible than Eric Owski, Director, Product Management Talent Insights at Linkedin.

In the interview we discuss:

  • Why LinkedIn waited so long to launch a Talent Insights product
  • Using data to find and recruit in-demand talent
  • Using data insights to measure the comparative strength of employer brands
  • Use cases for talent insights and the successes forward thinking employer are already achieving.
  • Using data to optimise recruitment marketing budgets and set hiring manager expectations

Eric also shares some advice on how Talent Acquisition teams can get started using data strategically, and he also shares some of LinkedIn’s future plans for this area.

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Ep 162: Talent Insights From LinkedIn

Ep 161: Change Management & Adoption

Ep 161: Change Management & Adoption

The march of the new generation of recruitment technology continues unabated. 2018 has been a record year of investment in the space, and more and more employers are benefiting from the new tools and approaches.

The march of the new generation of recruitment technology continues unabated. 2018 has been a record year of investment in the space, and more and more employers are benefiting from the new tools and approaches. However change management, and user adoption are both critical to the success of any software implementation, and it seems slightly strange to me that there isn’t more discussion and debate on these topics in our industry.

My guest this week is Lauren Addy, Director of national recruiting at Colonial Life. Colonial Life is a highly entrepreneurial organization with a decentralised model, and this was something that made their recent national ATS roll out particularly challenging. In our interview, Lauren shares some of the thinking and strategies they used round change management and user adoption to ensure it was a success.

In the interview we discuss:

• The particular talent acquisition challenges at Colonial Life and in the insurance industry in general

• How talent acquisition innovates to keep pace in such an entrepreneurial business

• Building a referral culture

• The importance of over communicating

• Designing bespoke user training

• Measuring success

• The importance of choosing the right technology partner

Lauren also shares some of the key lessons she learnt from their ATS roll out and tells us what she is looking forward to in the future

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Ep 161: Change Management & Adoption

Ep 160: Should We Only Work Four Days A Week?

Ep 160: Should We Only Work Four Days A Week?

It’s fair to say that a lot of people are working more hours than they used to. The ubiquitous, always-on connectivity of mobile devices and the sheer pace of change in the workplace means more and more employees are facing burn out as the boundary between work life and home-life evaporates.

It’s fair to say that a lot of people are working more hours than they used to. The ubiquitous, always-on connectivity of mobile devices and the sheer pace of change in the workplace means more and more employees are facing burn out as the boundary between work life and home-life evaporates. However, there is a real conundrum here as in many countries levels of workplace productivity are actually falling despite more hours being worked

My guest this week is Joyce Maroney Executive Director of the Kronos Workforce Institute. Kronos has recently done some research into these issues across 8 countries, and the results seem to suggest that they may be some radical solutions to the problems.

In the interview we discuss:

• The conundrum of longer hours and reduced productivity

• What are the key interruptions that effect productively

• How can employers improve the situation

• Is a four day week possible and/or practical?

• The role of leadership

• The logistics of offering unlimited holidays

• Do attitudes vary from country to country?

Joyce also offers her advice to employers on how they can use these insights to recruit and retain the talent they need.

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Ep 160: Should We Only Work Four Days A Week?