Happy Friday! Take a look at this week’s must read articles for recruiters:
AI-Related Lawsuits Are Coming (Read @ SHRM)
As HR managers use artificial intelligence (AI) to make recruiting decisions, evaluate employee performance, and decide on promotions and firings, HR executives should know that several law firms are preparing for what they believe is inevitable: AI-related lawsuits.
As Jobs Are Automated, Will Men and Women Be Affected Equally? (Read @ HBR)
What will work look like for this generation of young women, especially as more and more of our roles are being automated — or even replaced — by artificial intelligence (AI)? And how can leaders ensure that AI does not lead to gender bias in their organizations?
Bank of America’s interns are its primary source of new talent (Read @ HR Executive)
For companies looking for ways to attract highly qualified, diverse college grads, Bank of America’s internship program offers a compelling example. Summer interns make up a substantial majority (70%) of its incoming class of full-time hires. Of the 1,500 students who interned at BofA this year, 57% were people of color and 47% were female.
Veterans are underemployed because employers don’t understand their skills (Read @ HR Dive)
Veteran unemployment rates are down but veterans are still 34% more likely to be underemployed compared to their nonveteran counterparts, according to a LinkedIn report.
12 Smart Ways to Lower Recruitment Costs (Read @ Recruiter.com)
What is a good way to cut the costs of recruiting? The answers are provided by Young Entrepreneur Council (YEC), an invite-only organization of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.
Recruiters Must Master These Critical High-Touch Skills to Stay Relevant (Read @ LinkedIn Talent Blog)
Recruiters can play a strategic role in any company, but too often their focus is filling jobs with a reasonably competent person at a reasonable cost in some reasonable timeframe. But as far as I’m concerned, this kind of hiring is an overhead function that can be automated with some combination of an ATS, a chat bot, and a robot. A more strategic recruiter, on the other hand, is someone who can consistently raise the talent bar when the right talent is hard to find. Let the robots fill the easy positions. The recruiter of tomorrow is someone who can fill the hard roles, and take my word for it — in the future, there will be more hard ones to fill.
Employers Are Still Avoiding Former Inmates (Read @ The Atlantic)
Dozens of states and D.C. have restricted when companies can ask about job applicants’ criminal records—but many aren’t following the rules.
The Pros & Cons of Rehiring Former Employees (Read @ Glassdoor)
A stellar employee at your organization quits for a “better” job. Months later, you get an email. It turns out that new gig wasn’t so great after all, and now that stellar employee wants their old job back. Do you rehire them?
Millennials, Gen Xers to baby boomers: Can you retire so I can get a job promotion? (Read @ USA Today)
There’s a multi-generational traffic jam on the upper rungs of America’s career ladder. As more baby boomers put off retirement, millennials and Gen Xers are finding it harder to move up into middle- and higher-level jobs, according to a USA TODAY/LinkedIn survey and interviews with recruiters.
Don’t Be Afraid to Hire Someone Who is Unemployed (Read @ Evil HR Lady)
It’s easier to get a new job when you already have a job. We all intuitively know this to be true, but why is that the case? If you ask recruiters and hiring managers why they don’t hire individuals who are unemployed when they apply for a role, it’s usually because they’re basing their decision on some preconceived notions and biases.
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