Using Technology to Enhance the Hiring Experience

⚠️Requiring in-person first interviews is likely damaging your recruiting process! In today’s hiring landscape, the negatives outweigh the positives of clinging to the traditional mandatory in-person first interviews . Here’s why we’ve embraced video interviews at Vision Dental Partners, and why you should consider doing the same: 1️⃣ Efficiency: Candidate no-shows are an unfortunate reality, but video interviews can help minimize the wasted time and effort of preparing your on-site team for someone who doesn’t show. No-show rates drop dramatically after the first interview, making that a better time to bring candidates onsite. 2️⃣ Candidates are more at ease: Video interviews allow candidates to remain in their own environment, helping them feel more comfortable and authentic. This often leads to a better, more authentic discussion. If your goal is to challenge them and see how they respond outside their comfort zone, you can still do that after they’ve passed the video interview. 3️⃣ Better Tools: Video interviews offer a range of advanced tools that can streamline the hiring process and enhance decision-making. Features like easy recording enable you to revisit interviews or share them with other decision-makers who couldn’t attend live. AI-powered note-taking ensures that important details aren’t missed, allowing interviewers to focus on the conversation rather than scrambling to take notes. These tools collectively create a more efficient and collaborative hiring process, giving your team the insights they need to make informed decisions faster. 4️⃣ Eliminating scheduling barriers: Video interviews remove the logistical challenges often associated with coordinating onsite interviews. This means faster scheduling, quicker interview cycles, and ultimately, more timely decision-making. By streamlining the process, you can secure top talent before they’re scooped up by competitors, leading to better outcomes for your hiring goals. Most companies adopted video interviews out of necessity during COVID. But have you continued to refine and optimize this approach, or have you gone back to traditional methods? The choice you make could be the difference between staying ahead in the talent game or falling behind.

It’s Not a Choice! The future of talent acquisition isn’t about choosing between humans and AI. It’s about reimagining how the two work together to drive success. At Tier4 Group, we see the power of AI not as a replacement but as an accelerator—enhancing decision-making, expanding candidate reach, and refining the hiring process in ways that were once impossible. The AI + Human Formula for Hiring Success: Automate to Elevate – Use AI for resume screening, interview scheduling, and data analysis, allowing recruiters to focus on relationship-building and strategic hiring. Enhance Market Intelligence – AI-driven insights help firms stay ahead of trends, identify skill gaps, and provide clients with proactive hiring strategies. Improve Candidate Experience at Scale – AI personalizes outreach and streamlines the hiring process, but recruiters create the trust and connection that secure top talent. Upskill for an AI-Powered Future – AI-literate recruiters will lead the industry. Investing in training ensures teams leverage technology to its fullest potential. If you're unsure where to start, here are five action items for Staffing Firms: 1️⃣ Audit Your AI & Human Workflows – Identify where AI can remove bottlenecks and where human touch is still critical. 2️⃣ Adopt AI-Powered Tools Intelligently – Implement AI solutions that align with business goals, ensuring recruiters can use them effectively. 3️⃣ Prioritize Ethical AI Use – AI should enhance diversity and inclusion efforts, not reinforce biases. Partner with AI providers who prioritize ethical hiring algorithms. 4️⃣ Commit to AI Training for Your Teams – Invest in continuous learning so your recruiters are AI-fluent and future-ready. 5️⃣ Reframe AI as a Competitive Advantage – Firms that master AI-human collaboration will outperform those that see AI as just another tool. Position your firm as a strategic hiring partner rather than just a staffing provider. The best recruiters and staffing firms of tomorrow will be those who embrace AI without losing the human essence of hiring. AI is here to empower us—to make recruitment smarter, faster, and more impactful. The firms that seize this opportunity today will lead the industry tomorrow. We’re not just about keeping up with the future of talent acquisition. We are shaping it! #AI #TalentAcquisition #FutureOfHiring #Recruitment #StaffingInnovation #Tier4Group 

We recently hired AEs and CSMs. Here’s how we used AI to speed up our hiring process: Firstly, why do you need AI while hiring? It can save a TON of time and help make better decisions. Even more so since good sellers can sell themselves well. Here are 3 key stages of the hiring process where AI helped: 1/ Getting the job requirements and hiring process right. We knew what we wanted. We wrote a JD. I fed the JD to ChatGPT, along with details on our product, market, GTM motion, and company stage. It pointed out a couple of requirements that I didn’t realize would have been important. Helped create a JD that I felt comfortable with. Then, it helped create an interview process and take-home assessment that best tested for those requirements. The process is then tailor-made for the position, and not a generic hiring process. (This takes a few iterations to get right). 2/ Getting a second (and third) opinion on the interviews. After the first round of interviews, I fed the job description and the transcript of each interview into an LLM. Asked it to rate the candidates on the specific requirements outlined in the JD. It did that and provided concrete reasoning for its opinions. Sometimes I agreed with what it said, sometimes I didn’t. In both cases, it helped clarify my thought process. It questioned my beliefs on how convinced I was about certain candidates. Helps in taking better decisions, un-influenced by personal biases. 3/ Sharing candidate context with the team. Before making a final hiring decision, I let ChatGPT take in all the call transcripts + assessment submissions (anonymized) and spit out what were the key trade-offs in hiring each candidate. This helped better structure my own thought process, clarify where I was leaning towards, and present a case to the hiring committee. I think this is just the beginning. If you’re not using AI in hiring for GTM roles (or any role for that matter), you should probably try. It might surprise you how much time you can save and mental clarity can be gleaned from the process. If you’ve already used AI in your hiring process, I’m eager to hear what worked. Let me know!

🚀 Top Tools Talent Acquisition Operational Leaders Can’t Live Without TA Ops leaders are the unsung architects of scalable hiring strategies. From ensuring data integrity to streamlining recruiter workflows, they’re the backbone of modern talent functions—and they’re doing it with serious tech stacks. Here are the tools top-performing TA Ops leaders are leaning on right now: 🔹 Gem – CRM meets automation. From pipeline tracking to drip campaigns, Gem keeps outreach organized and measurable. 🔹 Ashby – ATS platforms that power structured hiring. Each brings unique strengths, but all allow for seamless integrations, reporting, and candidate experience management. 🔹 PIN Software – Sourcing at scale. These tools surface talent others miss—especially for hard-to-fill technical and healthcare roles. 🔹 Eightfold / Beamery – AI-powered talent intelligence platforms that help predict, match, and rediscover candidates. Essential for long-term workforce planning. 🔹 Tableau / Power BI / Visier – For turning raw data into digestible dashboards. TA Ops leaders are using these to surface bottlenecks, spot trends, and drive strategic decisions. 🔹 ChatGPT / Perplexity – Yes, AI. Forward-thinking leaders are designing custom GPTs to generate labor market reports, automate recruiter training content, and analyze job descriptions for bias or clarity. 💡 TA Operations isn’t just logistics—it’s strategy. The right tools multiply the impact across the entire funnel. Curious about what tools are trending in your industry or region? #TalentAcquisition #TAOps #HRTech #AIinHR #RecruitmentTech #TalentIntelligence #HR #Recruiting

AI in HR is on everybody's mind, yet only 4% of companies have a full strategy. Beyond experiments, how can organizations create real impact with AI? Our latest report, Maximizing the Impact of AI in the Age of the Superworker, by The Josh Bersin Company in collaboration with SAP SuccessFactors, explores how to create efficiency, improve the employee experience, generate better outcomes, and drive overall performance using AI. Organizations that go beyond automation and leverage AI strategically unlock higher performance, engagement, and business impact. 💡 Four Stages of the Superworker Journey Organizations adopting AI follow a progression that unlocks increasing value, with increasingly higher value and impact. The most successful companies focus on specific business problems and go beyond mere efficiency savings to create significant business value. 🔍 The Four Impact Areas of AI As organizations mature on the Superworker journey, the value of AI increases alongside four main areas. 1️⃣ Efficiency: AI dramatically speeds up processes, reducing time spent on tasks by 90% or more. Example: Döhler streamlined HR transactions using SAP's AI assistant Joule, making routine tasks easier, faster, and more intuitive. 2️⃣ Experience: AI improves enhancing job satisfaction and engagement. Example: Darussalam Assets improved the candidate experience and cut recruiting time from months to weeks using AI. 3️⃣ Effectiveness: AI enhances business decision-making and creates the improved outcomes. Example: Mahindra & Mahindra integrated AI into interviews, ensuring better quality of hire. 4️⃣ Employee Productivity: AI helps employees work at their full potential, unlocking new opportunities for performance. Example: Delta Air Lines used AI-based talent intelligence to increase internal mobility, helping frontline workers move into management roles. 🎯 Business Impact & Competitive Advantage Organizations embracing AI as a strategic enabler are seeing significant business improvements alongside each of the impact areas. Using benchmarks of proven outcomes helps companies prioritize solutions and anticipate business benefits. 📌 Next Steps To fully capture AI’s potential, organizations must: 🔹 Align AI strategy with business goals for maximum impact. 🔹 Redesign roles and work processes to integrate AI-driven insights. 🔹 Upskill employees to work alongside AI and drive continuous innovation. 🔹 Foster a culture of learning and agility AI is not replacing workers, it's helping transform every employee into a superworker—an employee empowered by AI to think strategically, make better decisions, and drive innovation. Are you ready to embrace AI? Read the report, available in Galileo, and let us know what you think. https://lnkd.in/gXcTdsJr #AIinHR #FutureOfWork #TalentManagement #Superworker #Leadership Josh Bersin The Josh Bersin Company Liliana Zolt Dan Beck Stella Ioannidou Maryann Abbajay Lara Albert Tim Gregory

The application of AI in recruitment is transforming hiring processes, especially for companies handling large volumes of applications. Yet, while technology can bring speed and consistency to recruiting, it also raises some big questions about the role of human intuition in assessing talent. Some examples of what AI could do when it comes to recruiting: 1. Efficiency in Screening and Assessment It can sift through thousands of resumes, identifying relevant experience, skills, and keywords with remarkable accuracy. Adaptive testing and predictive analytics help in assessing competencies, adding a structured approach to skill evaluation. 2. Reducing Bias in Selection Machine learning algorithms analyze historical data to gauge potential performance based on patterns and indicators. By automating parts of the evaluation, there’s hope of minimizing human bias - although how we design these algorithms is key. 3. Improving Candidate Experience Chatbots can handle inquiries and provide real-time updates, helping candidates stay informed throughout the process. AI-driven assessments create a more interactive experience, aligning better with each candidate's unique skills and interests. 4. The Challenges of Ethics and Data Privacy Handling personal data in a secure, ethical manner is critical, as is transparency about how data is used. Poorly designed algorithms risk replicating existing biases, making it crucial to audit and monitor AI systems for fairness. 5. The Human Touch Remains Essential At the end of the day, while AI can provide valuable insights, there are aspects of talent assessment that remain uniquely human: Ethics and Transparency: HR professionals need training in AI technologies to implement them responsibly, emphasizing transparency throughout the hiring process. Human Judgement in Decision-Making: AI can assist, but human recruiters are ultimately essential for evaluating qualities like empathy, cultural fit, and potential. How would you feel about being assessed by AI in a job interview? Would you trust it to assess soft skills or see your potential beyond the resume? #innovation #technology #future #management #startups

The HR tech currently out there at the moment isn't automating recruiting - it's automating talent acquisition/hiring. As I called out in my post yesterday, I don't think processing/screening applicants is 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑖𝑛𝑔. Let's take a look at a major talent acquisition automation solution that enables you to "automate the boring stuff - everywhere you hire." It can automate: - job search and apply - applicant screening - interview scheduling - candidate prep - video interviewing - creating offers - onboarding - hiring events - referrals - collecting feedback I don't think any of the above is 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑖𝑛𝑔 ("persuading someone to work for a company or become a new member of an organization").  And yet, some companies implementing this technology have been able to let go of hundreds of recruiters. 🤔 Let's take a look at voice agents. There are more than a few solutions out there now that can call applicants and screen them for positions, gather information, enter it into an ATS, and recommend job matches. Is this 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑚𝑒𝑛𝑡 automation? No. I'm still making my way through the comments to my post earlier this week on what I think is the broad misuse of "recruiting," but if you take a broader definition of "recruiting" to mean any/all hiring activity, what then is the specific act of "persuading someone to work for a company or become a new member of an organization?" Words matter. There are companies that have been able to implement TA/hiring technology to automate the hiring process (albeit for low complexity, high volume hiring) and reduce time to hire, improve quality of hire, and increase candidate satisfaction. In this case, you could argue that the people weren't adding any value to the process. If you were to be completely objective - you could even argue that people were actually a hindrance. I know - that was tough for me to write. But if you remove people from a process and results improve, what else is that really saying? If that sounds scary, what's even scarier is that TA tech is totally capable of actual 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑖𝑛𝑔 - "persuading someone to work for a company or become a new member of an organization" - something many would assume is solely a human capability. Generative AI, especially when prompted properly, can communicate and persuade at an expert 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑒𝑟 level. I know this because this is something I've been experimenting with quite a bit - it's actually quite amazing. So while HR tech currently automates the processes within talent acquisition, it's only a matter of time before these providers start infusing actual 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑚𝑒𝑛𝑡 automation into their products and services. The question I am left with is, how will people respond? #AI #futureofrecruiting

Five-Part Series Title: Rethinking Talent Acquisition: A Playbook for the Future Post 3: AI, Automation, and Talent Intelligence – Game-Changers or Hype? 🚀 The Reality Check on AI in Talent Acquisition. The headlines say AI will revolutionize hiring. The truth is that AI is a force multiplier—but only when used strategically. 🔹 Where AI Delivers Real Value ✅ Sourcing at scale: AI-powered tools can scan millions of profiles and predict best-fit candidates faster than recruiters. ✅ Reducing bias in job descriptions: AI-driven language tools help write inclusive job postings. ✅ Candidate matching: Talent intelligence platforms (e.g., Eightfold AI, Beamery) assess skills gaps and career trajectories. ⚠️ Where AI Still Falls Short ❌ Bias in algorithms: If AI learns from past hiring data, it may reinforce systemic bias. ❌ Lack of human judgment: AI can recommend, but people make the final hiring decision. 📊 What CHROs & TA Leaders Need to Know ·       79% of CEOs believe AI will reshape work in the next 5 years. (PwC, 2024) ·       62% of recruiters say AI has improved efficiency, but only 32% trust it for final decisions. (LinkedIn Global Talent Trends 2024) ·       Companies using AI-driven recruitment reduce time-to-hire by 40%. (McKinsey, 2023) 💡 The Takeaway AI is not a replacement—it's an augmentation. Talent leaders must invest in AI literacy while maintaining human oversight. 💬 What's your experience? Has AI helped or hindered your hiring process? #TAStrategy #FundmentalsReset #TACompetAdvan #RethinktheModel 📌 Sources: PwC: Future of Work and AI (2024) McKinsey: AI & Workforce Transformation (2023) LinkedIn: Global Talent Trends (2024)