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Recruitment: How to avoid the bias minefield

Use certain words in your job descriptions and you immediately imply a preferred gender for the role. So, revving up a job specification with words like ‘guru’, ‘hacker’, and ‘rock star’, could actually reduce the number of applications you receive.

Article by: Kate Glazebrook | Published: 16 June 2019

The burning recruitment questions that just don’t go away

But as recruiters, regardless of this, there still remain many challenges, including: How does one filter through and reach out the right candidates and what should we prioritise in our hires? How do we strike the right balance between finding candidates that are a good culture fit, yet also ensuring targets are hit?

Article by: Damir Latte | Published: 23 April 2019

Half of all CVs contain lies – can your recruiters spot them?

Research from The University of Law has explored attitudes to exaggerating on CVs to secure a role, revealing that over half of working Brits (51 percent) have felt the pressure to lie, but only one-in-ten (10 percent) have done so and gone on to land the job.

Article by: John Watkins | Published: 7 April 2019

Pan-European talent management & recruitment challenges in life sciences

European life science hubs including Austria, Switzerland and Germany all have their own challenges when it comes to attracting the best talent. But what are they doing to lure the very best and how does this impact on HR policies?  What do firms do well and where do they need to focus their efforts?

Article by: Jean-Luc Niedergang | Published: 6 March 2019

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Recruitment trends in 2019

Technology has seen huge changes in 2018 – GDPR, AI, automation and blockchain have entered public consciousness, and are seemingly here to stay. 2019 is likely to be even more transformative, with the working work set to completely change. Tempo, the AI enabled recruitment platform, have listed the top 5 trends that will dominate the headlines.

Article by: Ben Chatfield | Published: 27 December 2018

APAC – Eight Keys to Great Candidate Engagement

In my first two articles, we looked at some significant challenges to early talent engagement in APAC. Whilst these might feel dire, the good news is that technology has the power to offer a helping hand with providing this crucial personalised messaging. Indeed candidates expect organizations to use modern approaches to provide this to them.

Article by: Samir Khelil, Far East & APAC Director – Oleeo. | Published: 23 November 2018

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Tips to hire employees who will stick and not sail

Are you looking to hire talent for a long journey? Well, Recruiting has never been an easy task and ever since the growth of Job hoppers have taken a new leap, it has become challenging to search for employees that will stick with your organisation for long.

Article by: Jasika Adams | Published: 20 November 2018

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New generations bring changing expectations to APAC – Adapt to Survive!

Hiring for graduate programs or internships or internships is no small feat. Although APAC is now home to over 55 percent of the world’s graduate population (and growing), the region is not immune to the global talent shortage. Indeed Manpower found Japan, Taiwan and Hong Kong to be 3 of the top 4 countries suffering of the most talent shortage worldwide

Article by: Samir Khelil | Published: 2 November 2018

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AI can transform recruitment if algorithms are tuned correctly

Reports suggest that an algorithm that was being tested as a recruitment tool by online giant Amazon was sexist and had to be scrapped. Whilst unconfirmed, this news raises a number of questions about how artificial intelligence or machine learning should be applied to talent acquisition in a way that will not pick up the unconscious bias of humans.

Article by: Charles Hipps | Published: 15 October 2018

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Are culture and fit dead when it comes to recruitment strategies?

There have been recent arguments over the place of ‘culture and fit’ in HR and recruiting. It’s being argued that the necessity for prioritising cultural fit in recruitment strategy is passé, even redundant. However, I think we need to appreciate that assessment of that argument depends on each candidate as they present, and what the client is looking for.

Article by: Lorraine Thomas | Published: 2 October 2018