Finding the right candidate – especially when you need to fill a position fast – is like searching for a particular fish in the ocean. Sure, there might be plenty of fish out there, but they’re not all the same. You can’t afford to hire a great white shark when you work in a dolphin kind of culture (yes, we know dolphins aren’t actually fish. But you get the idea).
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“That’s an amazing invention, but who would ever want to use one of them?” This is what President Hayes said to Alexander Graham Bell when he first saw the telephone in 1876. Now, fast forward over a century, and answer this question: what was the first thing you did when you woke up this morning? If you’re like most cell phone users, there’s a good chance you started your day by checking your device to catch up on the things you missed out on from the night before. It’s no secret that our phones have become our lifeline. As their capabilities continue to increase, so do the attachments we have to them.
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Candidate Experience has emerged as the buzz-worthy term of choice among thought leaders in recruiting. In today’s highly competitive market for talent, creating better candidate experiences can reduce your drop-out rate. More engaging, two-way candidate experiences can help you better assess job-fit to reduce voluntary turnover rates. And, candidate experience is also an important aspect of your employer brand, which is particularly important if your candidates are also customers or prospective customers.
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Remember the first time you saw The Matrix? Didn’t it seem like AI was some sort of futuristic semi-frightening technology, but at the same time so far from reality that you never really thought about it outside the silver screen?
Somewhere along the way, AI shifted from science fiction to reality. We depend on AI technology to get things done every day, and many times we don’t even notice it.
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