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Artificial Intelligence in Recruiting
Posted on: January 3rd, 2019

As time goes on, Artificial Intelligence strings together an expanding number of moments throughout our lives. From whose posts we see on social media to which advertisers target us and how, algorithms are constantly curating our interactions with digital content.

AI has undoubtedly lent a crucial hand in revolutionizing many industries, but not without trial and error. Take a look at Amazon, for example, who found themselves in hot water after developing an AI system to identify candidates most eligible for vacant positions. Shortly after launching the program, it was discovered that Amazon’s new recruiting tool was discriminating against women.

How did that happen? Well, Amazon’s computer models were likely trained to vet applicants by observing patterns in resumes submitted over a ten-year period. Most of those resumes had come from men, in a direct and entirely accurate reflection of the tech realm’s everlasting issue with gender inequality. Consequently, Amazon’s system began to favor male applicants, further perpetuating an already concerning industry trend.

In the end, Amazon recalled the software and released a statement assuring that “no candidates had been evaluated by the program.” But, as a 2017 CareerBuilder survey sources more than half of HR managers as expecting AI to be a common part of their strategies within the next five years, this case poses an interesting question for recruiting pros: Is AI in the hiring process foolproof?

While we at Avenica certainly appreciate and take full advantage of technology and the societal advances it’s brought along, we also understand—and have appropriately addressed—the associated pitfalls. That’s why when it comes to our hiring philosophy, we incorporate technology for efficiency and a human touch efficacy. Our proprietary process utilizes behavioral-based interviewing, career discovery, and personal matching. This is when a real, human member of our staff works with recent college graduates to identify unique skills and aptitude along with career goals and aspirations. Attaining these insights allows us to understand which types of entry-level positions is best suited for each candidate and their career path.

For more than twenty years, Avenica has been the leading U.S. recruiting firm exclusively focused on placing college graduates into entry-level, career-track positions.

Are you a college graduate ready to launch your career? Don’t leave your career path in the hands of an algorithm. Join our network today.

Ready to hire strong entry-level talent? Partner with us.

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How Hiring Companies Should Handle New Grad Referrals
Posted on: October 13th, 2016

An important part of any corporate recruiting strategy includes encouraging referrals from employees and business partners such as clients, vendors, and consultants. Given that most working professionals are approached every year by newly graduated job seekers (or their parents) for help in finding a job, many companies receive a number of referrals in the months immediately following the May graduation period.

While the referrals are welcome, the problem with new grad resumes is that there’s seldom direct work experience on the resume that pertains to your company or industry. At the same time, you don’t want to miss out on a great candidate, so how can you efficiently evaluate these candidates?

We recommend setting up a process that includes the following steps:

Call the Candidate – Learn more about their background, career interests, salary expectations, etc. If you’re a manufacturing company and the candidate has a high level of interest in being an actuary in an insurance company, there’s probably not a fit. However, if the candidate is open in terms of their career path and seems to be bright, motivated and articulate, then you may have a potential fit.
Schedule an Exploratory Interview – Have the candidate interview with 2-3 managers over 60-90 minutes. Learn more about the candidate and the skills he or she possesses. Tell the job seeker more about your company, the types of entry-level positions you have available and the career paths available.
Ask the Candidate to Research Your Company and Industry – Give the candidate a chance to convince you that they could be a good fit. Ask them to research your company, your industry, and one of the positions you discussed with them. Have them get back to you identifying why the position and your company are of interest. If the candidate’s response is well prepared and compelling, then schedule a formal interview.
Identify Their Transferable Skills – Know which skills are critical to success in the position. Transferable skills are those innate skills we all possess that stick with us throughout our careers regardless of the job or industry; skills like critical thinking, effective communication, leadership, etc. Uncover these skills by probing on the candidate’s life experiences in college, extracurricular activities, summer or part-time jobs, and volunteer work.
Give Candidates an Opportunity to ask Questions – See how well candidates have prepared and the depth of their questions.

After the interview, those involved in the interview should regroup to make a decision regarding the referred candidate. If you use this process, you’ll take the mystery out of entry-level hiring. The stars will stand out and both parties will have done the due diligence to make an informed decision.

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