Feedback Questionnaire

All you need to know about blockchains and their benefits to recruitment

You could be forgiven if you’ve filed knowing about Blockchains under must do/sort later, after all isn’t it all about finance and bitcoins and nothing to do with recruiting, staffing or HR? You certainly wouldn’t have been wrong if you had taken this approach, as in reality although blockchains have been around since 2008, as part of the digital bitcoin currency concept, they have had little, if any, application in recruitment. That was until now. At the end of last year, Technojobs.co.uk the UK’s leading IT Jobs Board, announced their partnership with the world’s first blockchain career verification platform APPII. This ground breaking move allows candidates to apply for roles using CVs verified by blockchains and ensures recruiters and employers know that the information is trustworthy and authenticated. So what actually is a blockchain? A blockchain is a digital database system of record keeping, where each entry and its details are validated and recorded across a network of decentralised computers. The records are shared with many and everyone has access to the distributed database records (the block), however it is only shared after all parties involved have verified the accuracy of the information. The chain happens as each block of information notes the block of information before which has a timestamp, ensuring it is impossible to tamper with or alter and everyone’s copy of the distributed blockchain is kept in synch. Users can only edit the parts of the blockchain that they “own” by possessing the private keys necessary to write to the file. As a blockchain is not stored on a centralised server or held by any one...

Geotargeting and Geofencing – the latest in candidate attraction

Today no matter how focused, dedicated and creative you are at trying to reach and entice qualified candidates, it can certainly seem like an uphill battle. Let’s face it, the best talent have so many options and choices and they know it. Plus, are they really looking? The likely answer is no. However there is a strategic route you can take which is subtle not aggressive, can do wonders for your employer branding and can even make the most passive of candidates respond, as they feel it’s bespoke to them. Plus, because it’s focused on small but highly targeted numbers, it’s super cost effective as well. Welcome to the latest hot topic in recruitment – ‘geos’ – and it’s having some impressive results so far – put simply it’s location based advertising for recruiting. So what are Geotargeting and Geofencing? The first thing to know is that they are often lumped together and used interchangeably. However, whilst there are similarities, they are different targeting strategies and should be used for specific campaign objectives. Geofencing delivers ads to everyone entering a specific area. Geotargeting delivers ads only to certain individuals who meet specific criteria when they enter a fenced area. Geofencing draws a virtual, wireless fence around a location and delivers ads to their devices, whilst they are in the area and after they’ve left. Targeting business areas, universities, geographical events, or entire neighbourhoods on platforms such as Facebook, Instagram, and Google Search Network are good examples of geofencing. The important thing to remember with geofencing is that the minimum radius on all platforms is one mile. That means you...

Are chatbots the answer to the candidate experience challenge?

Today, the sheer volume of endeavour involved in talent acquisition can overwhelm many organisations and recruiters. Whilst advancements in technology have certainly helped and we’ve become quicker and more efficient at finding and handling candidates; these advancements haven’t guaranteed success in one of the most important areas of today’s war for talent – the candidate experience. Step forward artificial intelligence (AI) and specifically the chatbot. By utilising its human communication abilities, recruiters competing for talent can raise candidate communicate and engagement standards without adding extra burdens. So what is a chatbot? They have already being predicted as a replacement for apps; indeed Microsoft chief Satya Nadella has gone as far to say “Bots are the new apps!” Put simply, a chatbot is AI software that can have intelligent conversations, for example, it can ask candidates questions or even answer their questions. It can be seen as the ‘human face’ of AI and no it won’t replace humans. In fact, chatbots will make recruiters lives easier, ultimately speed up the recruitment process and allow human skills to be utilised for more strategic and crucial functions within the recruitment process. The chatbot can deal with the more administrative/process repetitive tasks and can become the key and primary communicator with candidates, especially in the early stages of recruiting. Most importantly, a chatbot can maintain the levels of communication required when trying to offer the best candidate experience possible. You might be surprised to know that chatbots are not an altogether new phenomenon. The aftermath of the 9/11 attacks saw a 40% increase in traffic to the live chatrooms of the US Army’s...

Google for Jobs and its impact on the recruitment industry

When Google for Jobs launched in the US earlier this year many saw it as welcome help for one of the hardest tasks facing any business: finding the right employees. Google for Jobs is one of Google’s first steps into the recruiting space and has been launched initially in the US, although it has high hopes of moving into other territories very soon. Google’s aim is to make the job search process easier and ultimately far more accurate, by utilising artificial intelligence (AI) and machine learning to refine searches and provide tailored results. So what is Google for Jobs? According to Google, Google for Jobs ‘uses machine learning to understand how job titles and skills relate to one another and what job content, location, and seniority are the closest match to a jobseeker’s preferences.’ To do this, Google has partnered with job recruitment giants such as CareerBuilder, Monster, LinkedIn and Glassdoor and the result is a streamlined job search engine that sorts and collects listings from all over the web and puts them in the hands of jobseekers in one place. Google for Jobs is very similar to what Indeed offer currently. You can’t directly post adverts on Google for Jobs as it is not a job board. It’s an enhanced search feature that aggregates and features job postings that are already published on job boards and career sites, in a dedicated space at the top of the search results on Google. Driven by artificial intelligence Google for Jobs is all about data, specifically all the personal data that Google collects about the candidate from the web. Drawing on...

2018 predictions – 10 things you’ll get sick of hearing about in 2018

It’s that time of year again, when all the ‘what’s going to be the next big recruitment trend in 2018’ prediction articles start appearing. But let’s be honest, predicting the future is difficult and it’s often said that there are two types of predictions – lucky or wrong. Lao Tzu the 6th Century BC Chinese poet put it best when he said: “Those who have knowledge don’t predict. Those who predict don’t have knowledge.” However, whilst trying to predict what the big recruitment trends will be in 2018 is complete guess work, we can say, with very little doubt, what you will be sick of hearing about in 2018. Brexit 2018 will see the 2nd anniversary of the Brexit vote and still nobody knows what the effects of Brexit will be; positive or negative. Yes, we know that Brexit means Brexit, however what the economic and political implications will be is still very unsure, although we hope that 2018 will bring far more clarity. The impact of Brexit was always going to bring uncertainty to the recruitment sector and it has already. Those sectors that rely heavily on foreign workers, such as the healthcare, public and leisure and hospitality sectors are experiencing staff shortages as people are wary of moving to the UK for work, when there are no guarantees they will be able to remain. GDPR and data protection Brexit won’t stop the UK being constrained by the new EU Data Protection legislation due to be introduced in 2018. The General Data Protection Regulation (GDPR) legislation is the biggest shack up of how we will all handle data...

How GDPR will affect your recruitment website?

For those of us who work in the world of recruitment and talent acquisition, there’s no doubt that we’ve read the many doom and gloom articles regarding the European Union’s General Data Protection Regulation (GDPR) changes and the impact it will bring to recruitment. The new GDPR will impact on the way we all collect, process, track and store candidate data and one thing is for sure, it will be the greatest shake-up in the history of online data privacy regulations. However, although the changes will grant job seekers and candidates unprecedented rights, successful recruiters who excel in GDPR will be able to reap the rewards of empowering candidates and leverage the changes to build better and more productive relationships, whilst increasing the candidate experience to a new level. The basics Let’s start by looking at the basics: whilst the GDPR is indeed a complicated piece of legislation with its 88 page legal document and numerous articles and clauses; it simply is all about personal data. GDPR was designed as a replacement for the current Data Protection Directive 95/46/EC and will be introduced on 25 th May 2018. Although an EU legislation it looks unlikely to be affected by Brexit. Designed to protect European citizens’ personal data through tighter regulations, it is mandatory for all organisations, even non EU based, that process the personal data of EU residents across the globe. In simple terms, it will be unlawful to use an EU citizen’s personal data without their explicit consent. What is personal data? The European Commission has said: “Personal data is any information relating to an individual, whether it...