🎬 Marriott International’s "Two Bellmen" Campaign: A Masterclass in Social Media Recruiting 🎬

Marriott International, a renowned hospitality company, took social media recruiting to the next level with its innovative "Two Bellmen" campaign (see link in the first comment).

🔥 Action-Comedy Meets Recruitment: 🔥
By producing an action-comedy short film, Marriott showcased its commitment to creativity, innovation, and exceptional customer service.

📢 Amplifying Employer Brand Visibility: 📢
The campaign was distributed across various social media platforms, engaging a wide audience beyond traditional recruitment channels.

🎮 Interactive Engagement: 🎮
Interactive elements, contests, and quizzes encouraged viewer participation, attracting potential candidates and building relationships with passive job seekers.

🚀 Results: 🚀
The campaign’s success led to increased job applications and positioned Marriott as an exciting and dynamic place to work within the competitive hospitality industry.

Two Bellmen video: https://www.youtube.com/watch?v=ZOgteFrOKt8&ab_channel=TwoBellmen

What creative strategies have you used to boost your employer brand?

#hiring #recruitment

3 KPIs to Measure Online Assessments and One-Way Video Interviews

3-KPIs-to-Measure-Online-Assessments-and-One-Way-Video-InterviewsDownload

#Recruitment #DataDriven #InformedDecisions

Best Practice or Worst Bias: The Double-Edged Sword of Online Assessments and Video Interviews

Online assessments and video interviews have become integral tools in the recruitment process, offering valuable insights into candidates' skills, cognitive abilities, and personality traits. While these tools streamline hiring and provide data-backed decision criteria, they also come with certain drawbacks that need to be addressed for effective and ethical use.

Pros:

Cons:

Although online assessments and video interviews are considered "best practices" in talent acquisition today, they excel in efficiency but should be approached with caution regarding accuracy and fairness.

Our recommendation is not to base decisions solely on these tools unless they have been proven effective and non-biased in your specific hiring context (industry and position).

Once you have accumulated sufficient data on your candidates and hires, it's crucial to validate that these tools are fair and predictive for your company and positions.

Want to learn about how to utilize technology to bring your TA game to a different level? Download our Ebook: https://informedecisions.io/ebooks-and-guides/achieve-talent-acquisition-greatness/

#recruitment #datadriven #informedecisions

What do you think about this type of assessment?

Would love your thoughts on what do you think it's aiming to assess and is it able to do so successfully?

#recruitment #bias #informedecisions

Using Generative AI to screen CVs? 

A recent Bloomberg analysis shines a light on a pressing concern: inherent racial bias in AI evaluations. This study rigorously tested OpenAI's GPT 3.5 by ranking resumes, revealing a systematic preference for certain names over others. 

Specifically, resumes with names commonly associated with Black individuals were consistently ranked lower, exposing a significant racial bias that challenges the notion of AI as a neutral party in hiring.

This finding underscores the urgent need for businesses and HR professionals to critically evaluate the AI tools they integrate into recruitment processes. 

It's a call to action for a mindful approach in deploying AI technologies, ensuring they foster diversity rather than inadvertently perpetuating bias.

As we strive to make hiring more efficient, let's also commit to making it fairer. 

Dive deeper into the research and its implications in the full article linked in the first comment, and join the conversation on using AI responsibly in the workplace.

Link to full article:

https://www.bloomberg.com/graphics/2024-openai-gpt-hiring-racial-discrimination/?accessToken=eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJzb3VyY2UiOiJTdWJzY3JpYmVyR2lmdGVkQXJ0aWNsZSIsImlhdCI6MTcwOTg1NjE4NCwiZXhwIjoxNzEwNDYwOTg0LCJhcnRpY2xlSWQiOiJTQTA1Q1FUMEFGQjQwMCIsImJjb25uZWN0SWQiOiI4QkY3REVFODZERTk0QjdEOEVDRDA1OEQ4RUJDQzAzMyJ9.q4dHdWWVcJO9PMKhwQ-IF5BfvVNVmPAX8hWNyrtwSYY

#ethicalAI #recruitment #informedecisions

CLASSIC QUALITY OF HIRE KPIS

Learn about innovative quality of hire KPIs and additional ways to differentiate yourself as a TA leader: https://informedecisions.io/ebooks-and-guides/achieve-talent-acquisition-greatness/

#recruitment #qualityofhire #informedecisions

Moving from "Time to Hire" to "Quality of Hire"

Forward-thinking companies recognize the limitations of measuring only the temporal aspects of the hiring process and are adopting measures of hiring quality. 

This quality encompasses an employee's effectiveness and long-term impact on an organization's success. 

To gauge this, companies use tools like post hire surveys, performance assessments, and input from managers and colleagues. Retention rates also factor into assessing hiring quality. 

Notable companies such as Microsoft and LinkedIn employ post-hire surveys to gather comprehensive feedback on employees' skills, cultural fit, and performance. 

While these measures offer initial insights into hiring quality, they exhibit drawbacks: 

Subjectivity 

Quality of hire surveys and performance evaluations rely heavily on subjective viewpoints, often limited to the hiring manager's perspective, lacking a standardized benchmark. 

"Ceiling Effect"

Managerial ratings tend to skew positive, making differentiation between employees' performance levels challenging due to reluctance to provide critical feedback. 

Misalignment 

The disparity between hiring and performance evaluation criteria, language, and measures complicates linking the two processes and truly understanding an employee's skills and quality of hire. 

In light of these limitations, collaborating with hiring managers to align language and metrics between hiring and performance evaluation can enhance the precision of quality-of-hire assessments. 

Providing clear scoring rubrics to managers further enhances measurement accuracy. 

Learn about innovative quality of hire KPIs and additional ways to differentiate yourself as a TA leader: https://informedecisions.io/ebooks-and-guides/achieve-talent-acquisition-greatness/

#recruitment #qualityofhire #informedecisions

Basic hiring timeliness KPIs

#recruitment #qualityofhire #informedecisions

Behind the Curve TA Metrics - if you're focused on these, it's time to up your data game!

When it comes to the most basic measures in recruitment, two common indicators
are filling positions and time to hire.

When considering both filling positions and time to hire as recruitment KPIs, it is
important to recognize their limitations. Focusing solely on these basic measures
can lead to a narrow understanding of recruitment success. They do not capture
crucial factors such as candidate quality, fit with organizational culture, diversity
and inclusion efforts, employee retention, and the alignment between hired
candidates' skills and organizational needs.

By solely focusing on filling positions and time to hire, organizations miss
opportunities to assess the long-term impact of their recruitment strategies, the
quality of talent acquired, and the ability to create a diverse and inclusive
workforce. Therefore, to gain a more comprehensive understanding of recruitment
effectiveness, organizations should consider incorporating additional KPIs that
provide insights into these critical areas.

Learn about insightful ways to measure your quality of hire here: 

Achieve Talent Acquisition Greatness

#recruitment #qualityofhire #informedecisions

FIVE WAYS TO MAKE YOUR JOB INTERVIEWS MORE INCLUSIVE AND DIVERSE

Job interviews are a crucial part of the hiring process, but they can also perpetuate discrimination and bias if not handled properly.

Here are five ways to make your job interviews more inclusive and diverse:

1. Review the position’s description and requirements: Make sure that the language you use in your job description and requirements is gender-neutral and doesn't exclude any particular group of people.

2. Train your interviewers: Provide training to your interviewers on unconscious bias and cultural competency. This will help them avoid making assumptions about candidates based on their appearance, race, or background.

3. Create a structured interview process: Use a consistent set of questions for all candidates and avoid relying on the interviewer's gut feeling. This will help reduce bias and increase the diversity of your hiring.

4. Be mindful of your body language: Be aware of your nonverbal communication during the interview, including maintaining eye contact, smiling, and nodding when appropriate.

5. Encourage diversity in your recruitment process: Consider recruiting from a variety of sources and actively reach out to diverse communities. This will increase the diversity of your candidate pool and give you a better chance of hiring a diverse and inclusive team.

By implementing these strategies, you can create a more inclusive and diverse hiring process that will help you to find the best candidates for your organization.

Remember, diversity and inclusion are not only values, but also drives better performance and innovation.