Watch Out for New Recruitment Threat - Data Poisoning!
Watch Out for New Recruitment Threat - Data Poisoning!
Recruiters, It is time to UP your GAME with this week's top recruiting reads!
Hey!
Six months into 2024, there are many recruitment threats and tricks to look at!
In this edition, you will read about
How to Spot Fake Resumes
Delivering Constructive Candidate Advice
Addressing Employee Wellbeing
AI for Good: How AI Can Enhance Your Human Touch
Understanding Recruiter Capacity Models
Let’s get started, shall we?
Is Your Dream Job at Risk? The Hidden Danger of Fake Profiles on Job Platforms
Imagine scouring online job boards, meticulously crafting your resume, and finally landing that perfect interview – only to discover it was a sham. Unfortunately, this scenario is becoming increasingly common thanks to a sneaky tactic called data poisoning.
Data poisoning involves injecting false information into a system to manipulate its results. In the context of online job platforms like LinkedIn and Indeed, attackers might create fake profiles – for both job seekers and companies. This can have a devastating impact on both sides of the job search equation:
Job Seekers: They might waste valuable time and energy applying for fake positions, leading to frustration and lost opportunities.
Companies: You could be inundated with unqualified candidates, wasting your time and resources on interviews that lead nowhere.
An Illustration of Fake Resume Attacks:
Don't Let Your Candidate Experience Leak: Patching the Feedback Hole with ABC
Ah, the candidate experience – that delicate dance between wooing top talent and keeping applicants engaged throughout the hiring process. Many companies struggle to ensure a positive journey, especially when it comes to feedback.
Here's why feedback matters:
Frustrated Applicants: Vague rejections leave candidates feeling lost and confused. This not only impacts their motivation but also reflects poorly on your company's employer brand.
Missed Opportunities: Feedback provides valuable insights for candidates, allowing them to improve their skills and potentially become a stronger fit for future openings.
So, how can you deliver stellar feedback that fosters a positive candidate experience? Enter the ABC method:
Actionable: Focus on specific skills or experiences that could be improved. Offer concrete suggestions that can help candidates strengthen their candidacy.
Balanced: Be honest about areas for improvement, but also acknowledge the candidate's strengths. Strive for a fair and objective evaluation.
Compassionate: Remember, the candidate is a person, not just a resume. Deliver feedback in a respectful and empathetic manner.
Want candidates to receive thoughtful feedback and become advocates for your organization? Click here to know more. And remember, a positive candidate experience today can lead to a top talent acquisition tomorrow!
Good News, Bad News: Employee Wellbeing on the Rise, But Challenges Remain
The good news: Companies are prioritizing employee wellbeing more than ever, with 74% offering increased support compared to two years ago.
The not-so-good news: Despite this positive trend, challenges like "quiet quitting" and staff turnover persist.
This highlights the need for a multi-faceted approach to employee wellbeing. While increased support is a step in the right direction, companies need to address the root causes of employee dissatisfaction to truly create a thriving workplace.
Here are some issues faced by businesses:
Quiet quitting (doing the bare minimum the role involves, without effort or enthusiasm) : 35%
Staff turnover : 34%
Hybrid working : 31%
Presenteeism (people continuing to work when they’re not really well enough to) : 30%
Absence rates : 27%
Early retirement : 24%
N/A our business does not suffer any of these problems : 15%
Don’t know / not sure : 2%
Read what Debra Clarke has to say.
Still Sifting Resumes by Hand? There's an App for That (and It Doesn't Need Coffee)
Feeling buried in resumes? Yearning for more strategic recruiting hours? AI recruitment tools are here!
Imagine AI-powered tech:
Writing killer job descriptions (say goodbye to writer's block!)
Superhuman candidate sourcing (think talent magnet!)
Lightning-fast application screening (more coffee, less resume purgatory!)
At Avanade, AI saved us 15,000+ screening hours. Our new AI job posting tool frees up another 1,300 recruiter hours annually. That's more time to win top talent!
Learn how embracing AI as a part of your organization can give time for hiring teams to BE HUMAN
Don't Overload Your Recruiters: The Power of Capacity Models
Recruiters are the backbone of any successful hiring team. But just like any resource, they have limitations. This is where recruiter capacity models come in. These models aren't about squeezing more work out of your team – they're about ensuring sustainable hiring success by optimizing workload and maximizing efficiency.
Here's why recruiter capacity models matter:
Prevents Burnout: Recruiter burnout is a real problem. By setting realistic expectations based on workload, capacity models help prevent overworked and frustrated recruiters.
Smooth Hiring Processes: Overloaded recruiters struggle to give each candidate the attention they deserve. Capacity models ensure efficient hiring processes with timely communication for all applicants.
Positive Candidate Experience: Positive candidate experiences are crucial. Capacity models ensure recruiters have the time to nurture relationships with potential hires, leading to a better overall experience.
Remember, a happy and efficient recruiting team is a key ingredient for finding the best talent for your company.
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Rohit Ram Gopal, your very friendly Content Wiz, is here to weave some recruitment magic✨ into your lives!
Forget the boring old hiring dance, I'm injecting a healthy dose of humor, innovation, and a sprinkle of roller coaster thrills to make the process epic for everyone!
I’m here to bring you the golden nuggets of wisdom that'll turn your hiring game into a championship-winning strategy.
So buckle up 🏎️