HR Policies – Quantilus Innovation http://email.quantilus.com AI Driven Innovation Thu, 22 Feb 2024 16:30:14 +0000 en-US hourly 1 https://wordpress.org/?v=6.2.6 http://email.quantilus.com/wp-content/uploads/2023/03/Quantilus-FavIcon-1.svg HR Policies – Quantilus Innovation http://email.quantilus.com 32 32 Creating Competitive Benefits http://email.quantilus.com/enamix/creating-competitive-benefits/ Fri, 06 Aug 2021 15:35:40 +0000 https://enamix.com/?p=4610

Creating Competitive Benefits

One of the main factors job seekers consider when applying to jobs is the benefits package. Benefits packages are an excellent way to attract new employees because desirable benefits often provide monetary value, as well as improving the quality of life for employees.

 

Benefits have undergone major revamps in recent years as companies attempt to differentiate themselves from other businesses by offering unique and competitive perks. Since job seekers’ wants and needs keep evolving, let’s explore how companies can upgrade benefits to impress job seekers and contend with competitors, especially during The Great Resignation.

 

What are Employee Benefits

 

Employee benefits can be defined as compensation outside of salary or pay. Therefore, they are part of the total compensation package offered by an employer. They frequently fall into categories including insurance, savings, and recreational. Traditionally, some of the most common benefits in the United States include healthcare and investment-related perks such as…

  • Health insurance
  • Dental insurance
  • Vision insurance
  • Retirement savings/401K
  • Stock

 

Health, dental, and vision insurance can save employees thousands of dollars per month compared to out-of-pocket costs. This is further exemplified when a companies’ health insurance plans can be extended to cover employees’ immediate family members. Additionally, it is standard for employers to offer a 401k matching program where they contribute 50% of what an employee puts into their account, up to 6% of their salary. This can result in thousands of dollars in additional income each year for employees.

Benefits can also include less-stuffy items, including…

  • Paid Time-Off
  • Commuting/Travel reimbursement
  • Gym Membership
  • Tuition Reimbursement

 

These benefits are commonly negotiated on among employees and employers, especially if they are not already offered. This is because they are much easier to approve than more complex options like insurance and stock.

 

How are Benefits Changing

Benefits have gone through tremendous changes in the past few decades. They transitioned from practical to fun and brag-worthy in the 2000s and now are headed towards flexibility.

 

In the 2000s, fueled by the advance of technology and the increase in startups, companies began offering flashy perks that would grab people’s attention. This was an attempt to make companies appear cool, fun, innovative, and desirable. Examples of these perks include beer on tap, fancy catered lunches, office ping-pong tables, on-site services such as hair salons and dentists, and more.

 

However, over the past few years, professionals are starting to shun these flashy perks and are instead seeking out benefits that genuinely improve their lives and allow them to enjoy life outside of work. Some benefits that professionals currently want, include more vacation days, extended maternity and paternity leave, flexible work arrangements, healthy snacks, and pet insurance.

 

Examples of Innovative Benefits

 

Due to the COVID-19 pandemic, the demand for revamped benefits has increased since employees have been working remotely and have come to reassess what they value most from work and life. Below are two examples of companies leading the way in innovative benefits and what they offer employees.

 

Bumble

The dating app company recently announced some new benefits to employees that focus on time away from work. They include…

  • ​​ 2 weeks per year, all employees are off
  • Unlimited PTO (with guidelines on minimums to ensure employees take off enough time)
  • WFH or office permanently
  • 6 months off for the birth, adoption, or surrogacy of a child (maternity and paternity leave). Additionally, four weeks flexible working once returning to work to help with the transition back.
  • 20 days off minimum for victims of domestic violence
  • 15 days off minimum for grievance/compassionate leave (miscarriage, family death, etc.)

 

These revamped benefits revolve around time-off of work, which is of growing importance to professionals. The COVID-19 pandemic caused people to appreciate their time with family, friends, and life outside of work. Furthermore, as burnout and stress continue to rise since employees are seemingly always tethered to their computers and email, focusing on making sure employees have time to disconnect from work shows that the company has their employee’s mental health in mind. Lastly, these benefits do not cost the company money, but they go a long way in attracting employees. This is because it shows the company also cares about their employees’ well-being and as a person, not solely what the employees can produce at work.

 

Salesforce

The cloud-based software company is notorious for having great benefits. Some that stand out include…

  • 8 free counseling sessions with a qualified mental health professional either in-person or through a video call
  • Free 30-minute legal consultation if you need legal advice or have questions – plus a 25% discount on any fees
  • Reimbursement for up to $40,000 for eligible adoption, fertility, and surrogacy expenses

 

These benefits are twofold. They focus on saving employees money while helping them navigate stressful situations. Therapy, legal advice, and starting a family are all considerable expenses and can also carry a tremendous amount of stress. By offering these benefits, Salesforce shows employees they support them outside of the office by providing free services to help improve their lives. Employees want to feel seen as humans, not just workers, and these benefits help communicate the appreciation Salesforce has for its employees.

 

When updating your company’s benefits, it is important to remember that employees have lives outside of work. Show employees you appreciate their hard work and talent by considering benefits that will help them reduce stress and enjoy life. Lastly, keep in mind that benefits such as increased time-off or flexible working conditions will not incur additional costs for the employer. Now that’s what we call a win-win.

Is your company looking to hire fresh talent, or are you looking for a career move? If so, eNamix would love to talk with you! Contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> How to Find the Right Candidates for Any Position http://email.quantilus.com/enamix/how-to-find-the-right-candidates-for-any-position/ Mon, 14 Sep 2020 20:12:59 +0000 https://enamix.com/?p=4459

How to Find the Right Candidates for Any Position

There’s no way to understate how important of a decision hiring can be for managers and recruiters. For all the success stories companies can tell about a new hire, there are plenty of stories out there of the mistakes companies made that proved costly. The U.S. Department of Labor even suggests a bad hiring decision could cost a company up to at least 30% of the hired individual’s first-year earnings.

 

However, this common dilemma is avoidable if companies strategically think about their hiring process, and that starts with making sure you’re choosing from a selected list of perfect candidates following the final round of interviews. Here are a few ways your company can consistently find the right candidates for any position.

 

Widen the Job Description

Many companies are guilty of just putting together a simple job description, posting the listing online, and then just wait for the right person to come to them. Don’t simply rely on those who will come to you and those who will apply to the job, widen your prospect pool.

 

The typical job description is usually a list of requirements, and while that description may excite those looking for a job, it’s also neglecting the passive job seeker. This employee already has a position and maybe isn’t keen on moving to another company, but they are open to discussing the possibility. In order to expand the attention to the passive candidates, your company needs to really ask itself, “why is our company more attractive to the best candidates out there?”

 

Beyond the typical requirements, maybe there’s a great company culture that will resonate with all candidates or amazing opportunities for career growth or advancement. Perhaps you don’t have the answer to this question, but there’s a simple way to get these answers.

 

Survey Current Employees

Assuming there are employees at your company who enjoy coming to work every day, it’s beneficial to try to understand why they prefer their current job rather than moving on to another opportunity. You’re not asking your employees ways to improve your mission statement, but rather asking them, “why do you come into work every day?”

 

With the answers you receive, you’ll start to build a better picture of the type of candidate and description you’re looking for. Use these stories and answers to build compelling pitches for the passive candidates that aren’t easily persuaded by the typical job description. Once you’re engaging with candidates in the interview process, they’re pitching themselves as the perfect candidate for you. When your company is finding the right candidates to hire, you are ultimately pitching yourselves to attract the widest and best pool of candidates as possible.

 

Create an Employee Referral Program

Another way to involve your current employees in the job search process is to put together a referral program. No one knows what it’s truly like working for your company more than your own employees. A referral program ultimately widens the pool of candidates that you may eventually want to engage with. These are candidates who are being sold on applying for a position by a close contact. These candidates are building trust with your company before even stepping into an interview because of conversations with one of your employees.

 

What this program also shows is the trust of company leadership in the employees for knowing A) who might be a great candidate for a position’s requirements and B) who would fit well into the company’s culture and values.

 

Consider Using a Recruiting Agency

The overall message to finding the right candidate is widening the pool of candidates to choose from. If there are resources in the budget, don’t spread your company’s recruiting department thin and invest in an agency or two, even if it’s just on a consulting basis.

 

Marketing and sales sometimes talk about their departments being a numbers game. A question they ask is, “How can we reach or generate more leads to create opportunities?” This should be the same approach recruiting departments take. Between initial job postings online, employee referral programs, and utilizing agencies, you should see a candidate pool that is generating value for your company and not a bad hire.

 

If you have any questions or want to learn more, visit enamix.com or contact info@enamix.com to set-up a 30-minute call with one of our senior account managers.

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]]> Interview Efficiency: 5 Questions to Keep in My Mind http://email.quantilus.com/enamix/interview-efficiency-5-questions-to-keep-in-my-mind/ Fri, 14 Aug 2020 20:26:58 +0000 https://enamix.com/?p=4410

Interview Efficiency: 5 Questions to Keep in My Mind

One of the tougher hurdles hiring managers have to address every year is preparing for an efficient hiring, interviewing, and onboarding process. In fact, according to a 2020 survey of nationwide recruiters, 60% say they regularly lose candidates before even being able to schedule an interview. This issue highlights interview efficiency in particular as many components will impact your company’s bottom-line, quickly increase your company’s average cost per hire, and possibly result in not hiring the perfect candidate you envisioned for a role.

 

Departments in charge of hiring tend to face a lack of planning and scheduling when finding new candidates to bring into their company. Time between interviews is crucial as deciding what to do next can ultimately result in a company losing a viable candidate or realizing later on in the hiring process that the desired candidate isn’t actually going to work out. These delays and abrupt shift in plans can be avoided when putting together an effective interview process.

 

Here are a few questions hiring managers should ask themselves when putting together a hiring process:

 

Do I Have a Viable Candidate?

 

First and foremost, deciding who should go through the interview process is crucial in order to save time of hiring managers and whatever department that is also conducting part of the interview. In addition, any expenses related to the company’s interview process would be negatively impacted if there’s no clear strategy in determining the requirements that a candidate must meet in order to advance in the hiring process.

 

Let’s say a company brings in three candidates for the first round of interviews after initial screening had been done and one of the candidates interviewed ultimately ended up not being what the company was looking for by a wide margin. This situation should make a company question its screening process.

 

Could it be possible that your internal recruiter, agency, or hiring manager needs more support in terms of knowing what to ask about a specific role? If a candidate is struggling with, for example, explaining necessary technical components of the role they’re interviewing for, spending more time on putting together thorough job descriptions and screening positions for each role will save time and resources.

 

Do I Have a Patterned Interview?

 

One aspect companies may overlook is trying to understand how their own interview process may be perceived by candidates. For example, if a company has four people separately interview a candidate and there’s a ton of overlap in questions asked, or if there’s really no structure or clear strategy that is apparent to the candidate, the candidate can very likely feel the company comes off as disorganized and look elsewhere for their next step in their career.

 

It’s crucial to strategize beforehand who asks about logistics, expectations, technical qualifications, and a candidate’s background. With this in mind, there’s no wasted time or crossover. Having this strategy in place also makes it easier to compare notes when interviewers reconcile over how the interview went. It also avoids wasting more time in the case of interviewers realizing none of them asked a crucial question for the role, and a follow-up needs to be done.

 

What Expectations Do I Set and When?

 

A Glassdoor survey found that 61% of employees say expectations set during their interview process differed from their new job. The importance of being honest and setting the realistic expectations for a role is necessary for not just building trust with a new employee, but also building interview efficiency. If the candidate isn’t on board with the expectations a company sets, the entire hiring process can be derailed and everyone at the company involved wastes time.

 

To avoid this, your interview process should include direct and clear communication about the specific role the candidate will be hired for, the job requirements, the type of hire will they be (contract, contract-to-hire, direct hire, etc.), if they need a background check and drug screening and when.

 

All of these typical onboarding tasks really integrate into interview efficiency as well since it’s about asking yourself as an HR department, “When do we initiate these items?” Overall, completing the interview process should lead to the eventual offer letter.

 

Am I Communicating Well With Candidates?

 

While this may be obvious, it’s crucial to keep a direct line of communication between the candidates and the hiring manager to avoid confusion or any miscommunications that may happen when multiple parties are involved. Whether communication is done completely through text or email, keeping information and updates within the same space avoids confusion for everyone involved.

 

Taking too long to respond and leaving dead time risks alienating top talent from a position. If a preferred candidate responds more quickly through text than an email, stick with text. Or perhaps get their communication preference during the screening process.

 

Checking in on candidates throughout the decision-making process will keep top talent engaged and hopefully bring that candidate closer to the culture of the company recruiting them. A little gesture like giving feedback on how an interview went is actually something 94% of respondents in a LinkedIn survey said they’d like to see. Simple, efficient forms of communication can go a long way into ultimately making the final hiring decision.

 

Who Is Making the Final Decision?

 

When a viable candidate or two stands out and a decision needs to be made, the last thing a company should do in this situation is stall and risk losing a candidate who’d be a great fit for another place of employment. The time taken between the last round of interviews and making the final decision should be planned beforehand, along with deciding who ultimately has the final say.

 

Asking yourself these questions in advance is going to help any hiring manager or HR department address interview efficiency and ultimately save time and resources, in addition to finding the perfect candidate for a role.

 

If you have any questions or want to learn more, visit enamix.com or contact info@enamix.com to set-up a 30-minute call with one of our senior account managers who can walk you through putting together your own efficient interviewing process.

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]]> 5 Tips for Finding the Right Staffing Expert http://email.quantilus.com/enamix/5-tips-for-finding-the-right-staffing-expert/ Thu, 16 Jul 2020 17:36:08 +0000 https://enamix.com/?p=4278

5 Tips for Finding the Right Staffing Expert

It’s easy to find a recruiter…you probably get 10 to 15 calls from them everyday. The challenge is finding one who can be the right partner and can open doors to untapped talent pools.

 

How does a company find a recruiter who will not simply post the job description on a job board and then send all the applications over to the hiring manager? Take the partnership mindset. Think of the staffing expert as an extension of your team, working to find talent that fulfills the job requirements and supports the company’s mission and values. One where the recruiters utilize their expertise and resources to discover the best candidates for a job, not to drop off a stack of resumes for the hiring manager to sift through. Discover five ways companies can ensure they select a staffing expert that will be an indispensable asset during the hiring process. 

 

Ask for References

 

Yes, asking recruiters for references is perfectly okay! Just like you would ask a potential employee to provide professional references, staffing experts should also be prepared with references. These references are not intended to be their managers and previous coworkers, but instead should be past clients they have worked alongside. The goal is to hear from the people who have hired the recruiter to decipher if they are indeed a great partner. 

  

A staffing expert will have references specific to the same industry and job role a company is looking to fill. For example, if a company is looking to fill a software developer position at a blockchain company, a staffing expert will tailor their references to align with that specific role and industry. If the recruiter is unable to provide references or the ones supplied do not appear legitimate, it is probably best to continue hunting for a staffing expert. 

 

 Do They Fully Grasp the Job Description? 

 

Job descriptions are the foundation of the job search; however, they often contain flaws. Job descriptions are also often vague, too short or lengthy, written by human resources (employees removed from the actual role), irrelevant to the actual functions of the position, and inaccurate. Staffing experts know this and will often probe to ensure they fully comprehend what to look for in a candidate.  

 

Staffing experts may work with a company to rewrite the job description entirely or ask a list of questions to

  1. Fully understand what the job position is responsible for (ex. data transfers, UX design)
  2. Recognize which skills are necessary, and which are more negotiable (ex. Python experience a must but Java is a plus)
  3. Identify specifics about the job (ex. location, hours, salary)

 

The reason staffing experts will always ask questions about the job role and description is because the majority of the time, there is valuable information to uncover and details to clarify. For help on spotting a staffing expert based on what type of questions they ask about the job description, check out our podcast episode about uncovering hidden secrets in the hiring process. 

 

Vet the Screening Process

 

Recruiters might guarantee candidates for your job, but that does not mean the candidates provided will be a good match for the role. It is now standard practice for staffing agencies to collect resumes and applications and pass them along to the company, without ever talking to a candidate. This leads to more work for the hiring manager, as well as a longer process. 

 

This is because if a company brings those candidates in for an interview, numerous issues may arise that could have been avoided if the recruiter had screened the candidates first. Examples include a candidate not being able to communicate or verbalize thoughts effectively during the interview, or finding out in the interview that the job role requires 50% travel. These examples occur frequently and therefore waste the time of the person being interviewed and the hiring manager, which ultimately leads to the company losing money due to a delay in the hiring process. 

 

Staffing experts will screen every candidate, ideally with a video or phone interview. This ensures “surprises,” like the examples above, are controlled and less likely to occur. Therefore, feel free to inquire about the screening process the recruiter has set in-place before they recommend candidates. 

 

Resourcing

 

One of the most common dilemmas when utilizing recruiters is receiving the same candidates repeatedly because recruiters are sourcing candidates from the same places, such as LinkedIn, Indeed, and Monster. Mark Bassett, Director of Executive Searches at eNamix, says, “Recruiting firms are often fishing in the same pond. Recruiters have access to the same job boards and networks. Therefore, if a company is working with multiple recruiters to fill a role, they are often sent the same candidates from the different recruiters.” This leads to a limited number of candidates that are genuinely fit for a position. 

 

eNamix differs because it has built and maintained a private network of working professionals. Its database contains thousands of professionals, and eNamix’s staffing experts can source candidates for clients that other recruiters do not possess access to. eNamix also engages with their secondary network, which Bassett explains as, “People you know, that know people.” Essentially referrals from trusted people. This allows every candidate eNamix sources to be unique and skillful. 

 

Inquiring about how recruiters source candidates prevents companies from receiving the same candidates repeatedly and illuminates if the recruiter has distinctive procedures in place to discover top tier talent. 

 

Utilize Two or Three Recruiters

 

When relationships between clients and recruiters are non-exclusive, it may be helpful to use two or three recruiters. This way, hiring managers can test the waters with different recruiters. Hiring managers may discover a staffing expert quicker this way since they are working with a few recruiters at once. Therefore, they can enter exclusive agreements with the particular staffing expert with which they had a phenomenal experience. 

 

However, using more than two or three staffing experts at one time may cause more stress for the hiring manager because they will have to communicate and work with multiple agencies. Lastly, if utilizing more than one recruiter at a time, it is crucial for hiring managers to still apply the tips above to ensure they acquire the right representation. 

 

The Purpose of a Staffing Expert

 

Staffing experts are there to make hiring easier for the client. They specialize in discovering top talent that fit flawlessly into your organization and job opening. This is done by having the experience, tools, and resources to find the best candidates. The next time you are deciding which recruiter to choose for filling a vacant position at your organization, do not be afraid to apply these tips to detect if they are a staffing expert and if they are going to make an excellent partner. 

 

As always, eNamix is here to answer any questions you have about the recruiting process. Feel free to reach out to info@enamix.com for more information or to speak with one of our staffing experts today!

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]]> 3 Ways to Address Your Company’s Racial Hiring Bias http://email.quantilus.com/enamix/3-ways-to-address-your-companys-racial-hiring-bias/ Tue, 14 Jul 2020 20:03:28 +0000 https://enamix.com/?p=4216

3 Ways to Address Your Company’s Racial Hiring Bias

For decades, studies have shown that racial bias impacts the hiring process drastically. Candidates with African American, Hispanic, and Asian-sounding names get called for interviews at rates down to half of those of their white-sounding counterparts. Data spanning several decades shows that racial hiring bias hasn’t improved measurably in over 25 years.

 

How Does It Happen?

 

Unconscious racial hiring bias is pervasive and, at times, a subtle form of racism that people face every day. The term refers to beliefs individuals hold about other groups of people that are outside their own conscious awareness. These snap judgments made unconsciously in the brain manifest as subtle shifts in behavior — moving a purse to the other side when a young black man walks past or referring to groups of different skin colors as the “other.”

 

These biases manifest more frequently during times of stress, when operating on tight time constraints, or while multitasking. Much of this discrimination happens in the screening stage when candidates are rejected based on the subjective opinion of the interviewer reviewing a resume and cover letter.

 

Due to the large volume of candidates, researches are forced to narrow the field based on assumptions formed with a glimpse of a resume. Unconscious bias enters this process as they race to fill a position as quickly as possible. In addition, they are managing a team of interviewers who are balancing the process with their normal day-to-day tasks. They are more likely to be rushed and multitasking while hiring as a result.

 

A Couple of Examples

 

For a dedicated HR recruiter, they are reviewing dozens (if not hundreds) of resumes and cover letters per day for a large organization. One recruiter said she spends approximately 25 seconds looking at an applicant’s documents. In that time, a recruiter will review your current role, look for a clear career progression, look for keywords related to the position they are hiring for, and ensure you meet the required criteria for the position (think degrees or geographic location).

 

Once they have waded through the pool of 50-100 or more applications, they will select a handful to call back for individual interviews. This process will happen in a single day — perhaps even a few hours — and any unconscious bias an individual holds can quickly enter the process in those mere 25 seconds.

 

For a smaller or less formal company, the hiring process may fall to the vacant position’s manager. They will bring together a team of up to 5-6 additional people to serve on the hiring and interviewing committee. That’s 6-7 people who are managing a hiring process in addition to their day-to-day work. Given that a typical hiring process takes anywhere from 25-50 hours for a single position, that workload is distributed among the team to multitask with their existing duties.

 

This time crunch creates a perfect breeding ground for unconscious bias to negatively impact the process. During the early screening stage, hiring managers and HR recruiters are spending as little as 25 seconds looking at a resume and making a snap decision about an individual’s ability to perform the job functions.

 

So how can companies combat a racial hiring bias? The following are our three best tips for reducing bias in order to recruit a talented and diverse team for your company:

 

1. Set diversity and inclusion as a benchmark

In the hiring process, we frequently emphasize the importance of “cultural fit.” Sometimes, this is mistaken as “people who are just like us.” This creates a homogenous culture lacking in diversity. Until your company makes diversity and inclusion a benchmark for success for your organization, it will always be just out of reach.

Create or source diversity training for every employee in your organization—and make it mandatory. Engrain diversity and inclusion in every part of your brand, all the way down to your company values. Intentionally seek diverse perspectives and emphasize that value in your recruitment efforts. Work with your leadership team to set benchmarks that make sense for your company and product for diversity and inclusion.

 

2. Broaden and focus your recruitment efforts

Include a specific statement encouraging people from diverse backgrounds to apply to your position. Ensure your hiring team or hiring manager focuses more on an individual’s skills and ability than other metrics that may introduce bias, such as graduating from a prestigious university. As much as possible given the current makeup of your organization, try to put in place a diverse hiring team in terms of race, gender, age, and ability.

If you aren’t getting good, diverse word-of-mouth referrals, you aren’t looking in the right places. Build relationships with local cultural organizations, including chambers of commerce and cultural associations. But note: these referrals must be backed by a company culture that promotes and embraces diversity. You must engrain these values into your culture in order to retain this diverse workforce. In one study, 27% of respondents said they left their job due to discrimination in the workplace.

 

3. Utilize artificial intelligence in screening software to remove unconscious bias from the equation

Utilizing artificial intelligence in automated interviews ensures that racial and other types of bias are removed from the process. Using skills assessment compared across industries and specific roles, AI technology can find the candidates with the best skills fit regardless of their accent or skin color.

This means recruiters don’t have to narrow the field based on their own assumptions and—at times—biases. They now have the bandwidth to screen all the candidates recommended to them by the technology as being the best fit in personality and skills for the position. As such, minority candidates get the same opportunity as the majority group in the screening process: if they perform well, they have a good chance of getting the job.

 

By following these three tips, you will be well on your way to recruiting and retaining a diverse workforce within your company. If you want to introduce AI-backed video interviewing software to your company and improve your diversity hiring, schedule a live demo of Appliqant’s platform today.

 

Also, feel free to contact us at enamix.com or explore our website for more information.

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]]> The Impact of Diversity on Your Company’s Bottom-Line http://email.quantilus.com/enamix/impact-of-diversity-on-the-bottom-line/ Wed, 22 Aug 2018 22:47:05 +0000 https://appliqant.com/?p=3400

The Impact of Diversity on Your Company’s Bottom-Line

This article is the second part of a three-part series on hiring discrimination. To read the first part on when bias enters the hiring process, click here.

 

In our last post, we learned that bias — whether conscious or unconscious — enters the hiring process as recruiters are strapped for time in the screening stage. There is a real risk for organizations that do not build a diverse workforce, and doing so should be an imperative for every organization. 

 

Where We Are

 

  • Resumes with white-sounding names receive 50% more call-backs than resumes with diverse-sounding names
  • Having a white-sounding name is the equivalent of an additional 8 years of experience
  • Gender-diverse companies perform 15% better financially
  • Ethnically-diverse companies perform 35% better financially
  • Women make up 47% of the workforce but only 20% of C-Suite positions
  • 57% of employees want their companies to be more diverse
  • 41% of managers say they are “too busy” to implement diversity initiatives
  • 67% of job seekers indicated that a diverse workforce was a key consideration when evaluating companies with open positions.

 

Impact on Your Bottom Line

 

As the workforce grows increasingly diverse, it is increasingly important for companies to set a diversity strategy and begin intentional recruitment of a diverse workforce now. 85% of new entries to the workforce are people of color, women, and millennials. By 2025, 75% of the workforce will be millennials — one of the most diverse age groups in history.

 

 Studies show that organizations that build diversity in their ranks perform better financially. According to a report by McKinsey,

            “In the United States, there is a linear relationship between racial and ethnic diversity and better financial performance: for every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes rise 0.8 percent.”

 

Importantly, increasing diversity in your organization brings additional expertise and perspective to increase your reach and scope—a boon for any business. This assertion is backed by data: the McKinsey report further showed that companies in the top quartile of diversity metrics are 35% more likely to report higher-than-median returns.

 

 —

 

In our next post, you will learn our best strategies for decreasing bias in the hiring process. Until then, schedule a live demo of Appliqant’s automated video interviewing and assessment technology today to learn how we can help you recruit and retain diverse talent.

 

—

 

Appliqant is an AI-infused, blockchain driven, automated video interview platform developed by the team at Quantilus.

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]]> The Cost of an Interview http://email.quantilus.com/enamix/the-cost-of-an-interview/ Mon, 30 Jul 2018 14:16:41 +0000 http://appliqant.com/?p=3363

The Cost of an Interview

At Appliqant, we are dedicated to saving companies time and money while simultaneously finding them the best-qualified candidate for a position. How much does the average company spend interviewing a candidate? The numbers may surprise you.

 

Screening & Scheduling Applicants

 

Imagine a hiring manager takes a few minutes to review every applicant who applied for their position. For a single position, they may receive up to 50 applications. Taking three minutes each to screen these applications takes a total of 150 minutes (2.5 hours.) They may then spend 15 minutes writing emails and corresponding with each of the 5-7 candidates they select for a first phone interview.

 

Per candidate: 18 minutes

Total time: 150 minutes (2.5 hours)

 

 

Screening (Phone) Interview

 

The average screening interview takes 15-30 minutes. This interview covers the basics of the person’s experience and generally means the hiring manager is trusting their gut instinct on whether a candidate is a good fit for the position. For 10 candidates, this stage can take up to 300 minutes (5 hours).

 

After this round, the hiring manager will typically invite 3-5 finalists for an in-person interview. This takes an additional 15 minutes per candidate of coordination.

 

Per candidate: 63 minutes

Total time: 525 minutes (8.75 hours)

 

In-Person Interview

 

Once candidates pass the phone screening, they are ready for an in-person interview. Sometimes, organizations have several rounds of in-person interviews with the top candidates. For a single in-person interview, expect to spend at least one hour plus an additional 15 minutes coordinating and orienting the candidate.

 

Per candidate: 138 minutes (2.3 hours)

Total time: 900 minutes (15 hours)

 

The Cost of an Interview

 

For a traditional hiring process, a recruiter should expect to spend between 2-2.5 hours per candidate coordinating and conducting interviews. If the candidate goes through multiple rounds of screenings or in-person interviews, the time requirement increases dramatically.

 

If the average recruiter bills roughly $40 per hour (based on the US national average of HR managers making $81,000 per year), this equates to a cost of $100 per candidate, with screening alone costing an average of $40 or more per candidate.

 

Investing in Appliqant’s automated video interviewing software means your cost per applicant is decreased to $2.50 (a savings of 93%.) Plus, we include personality assessment and profiling that saves your organization an additional $10 per candidate. Appliqant’s artificial intelligence technology automatically assesses a candidate’s personality, IQ test, skills test, and interview questions to match you with the best fit for your position – saving you many hours screening applicants to find those who meet your basic qualifications.

 

In total, your organization could saves thousands of dollars compared to screening dozens of candidates manually. If we take the above example of receiving 50 applications, your organization could save $2,375 per job in money and productivity toward your goals.

 

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Schedule a live demo of Appliqant’s video interviewing and assessment technology today to learn how our personalized packages can help you recruit and retain the best talent—all while saving your organization time and money.

 

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Appliqant is an AI-infused, blockchain driven, automated video interview platform developed by the team at Quantilus.

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]]> The Scourge of “Fake” Candidates http://email.quantilus.com/enamix/the-scourge-of-fake-candidates/ Wed, 18 Jul 2018 15:46:16 +0000 http://appliqant.com/?p=3337

The Scourge of “Fake” Candidates

Whether you call it resume padding or application fraud, the trend of candidates lying on their resumes is increasing as unemployment rises. The problem can get even worse, with fake candidates applying and performing the interviews while sending a different person entirely on the first day of the job.

 

Estimates from sources like Steven Levitt and Monster.com estimate that more than 50% of applicants lie or exaggerate the truth in their resume and cover letter. Leaders at top organizations such as Samsonite and Yahoo have been removed from their position after being exposed lying on their resumes.

 

On average, a bad hire of a fake candidate costs an organization $17,000. As applications for top positions become even more competitive, fake candidates may list fraudulent degrees, references, successes, and even entirely falsified positions. This could lead to you hiring unqualified staff who will require additional training and represent your company poorly to customers or investors. If you are a staffing company, this could forever damage the reputation of your services.

 

Here are our best tips for mediating the potential costs of fake candidates.

 

Ask Detailed Questions About Their Experience

 

During the interview, ask them to tell you specific examples from their previous positions with the measurable results. Watch for answers that are vague or have details that don’t align. If they mention incorrect dates of employment, different job responsibilities than were listed on their resume, or don’t give any specifics about their job duties — you’ll know you potentially have a fake candidate.

 

Call Their References

 

Estimates range from 50-85% of hiring managers follow through with calling top candidates’ references. This is a quick way to ensure you are hiring a qualified candidate. Identify your top 2-3 candidates and call their references — they will be able to tell you the dates of the person’s employment, their working style, and whether there were any issues with them performing on the team. You may even want to go beyond their listed references (who may be coached to say specific things) to people you have common connections with on LinkedIn. They may be able to tell you more honest information than the candidate’s listed references.

 

Utilize Artificial Intelligence Technology

 

Artificial intelligence technology matches their video interview to their uploaded form of ID to ensure it is the same person. Appliqant uses advanced facial recognition technology to match the photograph in the ID to the person taking the video interview, to ensure there are no substitutions. Having a recorded video of the candidate also ensures that there can be no substitution with a different person in future interviews. The software also has the ability to understand people’s facial expressions and language patterns. This gives you a personality profile that details traits like narcissism, Machiavellianism, and psychopathy — all red flags you want to avoid in a potential hire.

 

If a candidate has lied about any aspect of their experience, artificial intelligence automated interviews will help you screen those candidates to recruit the best, most qualified talent. Further, video interviews allow you to remember their appearance and voice to ensure the right person steps into the job on day 1.

 

Trust Your Gut

 

If the candidate doesn’t  want to perform a face-to-face interview, their phone number changes after they’re hired, their voice or appearance don’t quite match what you recall, or if it just doesn’t feel right in your gut — trust your instincts! If something feels wrong, take the steps to ensure you are protecting your business and reputation from fraudulent candidates.

 

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It is unlikely that fake candidates will go away any time soon. By taking the steps above, you can mitigate the costly risk of hiring a fake candidate. Take advantage of artificial intelligence automated interviewing with Appliqant’s platform.

 

Schedule a live demo of Appliqant’s video interviewing and assessment technology today to learn how our personalized packages can help you recruit and retain the best talent.

 

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Appliqant is an AI-infused, blockchain driven, automated video interview platform developed by the team at Quantilus.

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]]> 3 Critical Ways Automated Personality Assessment is Revolutionizing Recruitment http://email.quantilus.com/enamix/3-critical-ways-automated-personality-assessment-is-revolutionizing-recruitment/ Fri, 29 Jun 2018 15:31:13 +0000 http://appliqant.com/?p=3296

3 Critical Ways Automated Personality Assessment is Revolutionizing Recruitment

Recruiting practices haven’t changed much in recent decades: applicants apply for a position and go through several rounds of interviews with potential supervisors and coworkers. These stakeholders all individually analyze and interpret the interview based on their own experiences and perceptions. By integrating automated personality assessments, employers now have the opportunity to gain a more complex understanding of their applicants. This presents several opportunities for your business to attract the best applicants.

 

  1. Providing consistent assessments across the board.

 

If you have three people in the room for an interview, all three will have a different view of an applicant’s experience and qualifications. This is influenced by their own assumptions, perceptions, and biases. By taking those blinders out of the picture utilizing automated personality assessment, you can objectively assess a larger pool of applicants to see who is the best fit for your position.

 

Imagine you receive an applicant’s Big 5, Jungian, and Dark Triad personality traits measuring characteristics like openness, extroversion, empathy, and narcissism along with their application. With Appliqant’s video interview assessment platform, you will receive a comprehensive personality profile to fully understand each applicant. Combined with objective skills assessments and an optional IQ test, you will fully understand each applicant — far more than you would through a traditional interview.

 

  1. Matching applicants with the perfect position to contribute to your team.

 

Applicants often report their true personality doesn’t come through in interviews. This happens for a variety of reasons: often candidates are nervous or don’t have time to reflect on their answers to ensure they’re presenting themselves in the best way. Video interviewing allows candidates to see themselves and record their answers until they perfectly communicate what’s in their head through the spoken word.

 

An extrovert will thrive in a position where they’re able to interact with a variety of people. Someone who is high on the Jungian intuition scale can envision a future strategy with ease. Through integrated personality assessment, you will get a true image of the applicant to accurately match them with a position in your company.

 

  1. Saving you time while highlighting the best candidates for your position.

 

Sifting through applications and performing initial interviews takes time and often overlooks qualified candidates. Further, you can’t truly understand who someone is based on a resume and cover letter alone. Find the best candidates to fit your company’s opening while ensuring their personality aligns with the job requirements.

 

By analyzing personality assessments provided on Appliqant’s platform, you can ensure a candidate will mesh with the rest of the team and contribute meaningfully to their position.

 

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Leave traditional recruitment practices in the dust. Organizational development principles tell us that personality fit is often more important than in-depth knowledge of skills in predicting a candidate’s success in their future role. Integrating personality assessments significantly increases the reliability of your hiring and decreases the costs of turnovers in your company.

 

Schedule a live demo of Appliqant’s video interviewing and assessment technology today to learn how our personalized packages can help you recruit the best talent.

 

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Appliqant is an AI-infused, blockchain driven, automated video interview platform developed by the team at Quantilus.

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]]> Best Practices: 6 Important Things to Include on Your Company Employment Portal http://email.quantilus.com/enamix/6-important-things-to-include-on-your-company-employment-portal/ Thu, 31 May 2018 20:00:32 +0000 http://appliqant.com/?p=3194

Best Practices: 6 Important Things to Include on Your Company Employment Portal

With the use of technology the way businesses conduct their operations is changing drastically. There are six things that should be included in the online employment portal so that information is easy to find.

 

1. Value and Culture

 

When a person wants to visit a company’s website to learn more about them the first thing they should read is about the company’s value and culture. This will allow them to get a feel for what the company is all about and can help a person make a decision if they want to work for them or not.

 

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