Month: May 2020

In the modern recruitment landscape, technology has evolved from a supporting act to the star of the show. Gone are the days of physical job ads and paper CVs – today’s hiring game is all about algorithms, AI, and a touch of innovation. The Digital Shift in Recruitment Once upon a time, recruitment relied on old-school methods: newspaper ads, snail-mailed CVs, and those nerve-wracking in-person interviews. But then came the digital revolution, and with it, the interactive experience of social media. The late 20th century saw the rise of the internet, transforming recruitment into a click-and-send affair. But the real game-changer was yet to come – AI. AI: The Recruitment Superhero AI, short for Artificial Intelligence, is the true hero of modern recruitment. It’s not a robot or a sci-fi concept; it’s the magic that happens when machines learn to think like humans. In recruitment, AI takes the mundane tasks off the hands of HR professionals and replaces them with efficiency, precision, and fairness. Using AI for Fairer Recruitment AI’s role in recruitment is ground-breaking. It automates data collection, analysis, and candidate screening, which means less time spent on administrative work and more time devoted to finding the right talent. But it’s not just about speed; it’s about fairness too. AI helps tackle bias, ensuring a level playing field for all candidates. Imagine an AI system like Levels Recruitment, powered by Sigma Polaris, that assesses candidates based on their actual skills, not just what’s written on a piece of paper. With an average prevention of 29 cases of bias per hire, this is recruitment at its fairest. Elevating Opportunities through Technology But the use of AI at Levels Recruitment isn’t just about finding the right person for the job; it’s about championing Diversity, Equity, and Inclusion (DEI). Levels Recruitment isn’t just a hiring platform; it’s a movement. Every hire supports training for the disadvantaged, turning it into a mission of empowerment. Moreover, technology doesn’t just speed up the process; it ensures precision. Levels Recruitment boasts a 90% faster candidate pre-screening process, where every decision is backed by AI insights. This isn’t just the future of recruitment; it’s the present, and it’s here to stay.

As an employer, you have the power to make a real difference in the world of recruitment. It’s not just about finding the right talent; it’s about finding the right talent for everyone. At Levels Recruitment, powered by Sigma Polaris, we’re on a mission to transform the hiring landscape, and we want to share some valuable tips to help you create a more diverse and equitable recruitment process. 1. Craft Inclusive Job Descriptions: Let’s start at the beginning – your job descriptions. Think of them as your first handshake with potential candidates. Make sure it’s a warm and welcoming one. Use language that invites everyone to apply, and avoid gendered terms, jargon, or idioms that might exclude anyone. Showcase your commitment to diversity and inclusion in your job descriptions, letting candidates know that your organization is dedicated to creating a welcoming environment for all. At Levels Recruitment, we live and breathe this commitment by supporting free top-tier training for underrepresented individuals. It’s not just about job openings; it’s about opening doors for everyone. 2. Counter the “Just Like Me” Bias: We all tend to connect with people who remind us of ourselves, but that can lead to bias in hiring. Break the mould by recognising the immense value that diversity brings to your organization. Our AI-driven approach at Levels Recruitment ensures that bias has no place in the hiring process. With Sigma Polaris, we eliminate an average of 29 biases per hire, making your recruitment process more equitable than ever. 3. Level the Playing Field During Video Interviews: In today’s world, virtual interviews are the norm. But not everyone has the same access to technology or the ideal interview space at home. Make sure your video interviews are fair by providing candidates with video interview best practices, including tips on lighting and audio. At Levels, we understand the importance of a level playing field, and we offer candidates the option of a phone interview or an online call with video off if they prefer. It’s all about creating an inclusive environment where every candidate can shine. 4. Use Standardised Questions: Consistency is key to reducing bias. Standardise your interview process by asking each candidate the same set of questions in the same order. This not only reduces bias but also ensures that every candidate has a fair opportunity to showcase their skills. At Levels Recruitment, we believe in fairness by asking the right questions and eliminating those that could introduce bias. 5. Focus on Capabilities, Not Just Experience: Sometimes, the best fit for a role isn’t the candidate with the most experience but the one with the right capabilities. Shift your focus from specific experience to problem-solving skills, creativity, and adaptability. Ask candidates how they would approach tasks, allowing you to evaluate their potential to think creatively and adapt to new challenges. 6. Utilise Work Samples: For an objective assessment of a candidate’s skills, consider using work sample tests. These tests allow candidates to demonstrate their abilities by solving problems similar to what they’ll encounter in the job. It’s a fair way to evaluate skills without introducing bias. At Levels Recruitment, we’re all about finding the right talent for the right place, and work samples are a fantastic way to achieve that. So, as an employer, you can reshape the future of hiring. Start by implementing these tips to create a more diverse and equitable recruitment process. But why stop there? Join Levels Recruitment and be part of a movement that’s reshaping the future of hiring. Register your interest today, and let’s make recruitment a fair and fruitful experience for everyone!

In the competitive arena of recruitment, one thing is crystal clear: attracting top talent requires more than just posting job listings and waiting for the best candidates to roll in. Today, we’ll explore the fascinating world of employer branding and the strategies that can set your organisation apart, making it a magnet for top-tier talent. Online Presence: Your Digital First Impression In our digital age, your online presence is often the initial touchpoint for potential candidates. A well-designed website is a great start, but it’s not enough. Levels Recruitment actively engages on social media platforms, sharing valuable industry insights and glimpses into their company culture. This dynamic online presence not only helps attract top talent but also fosters a sense of community among job seekers. Company Culture: Your Unseen Brand Ambassador Company culture is the core of your employer brand. It’s more than just buzzwords on a mission statement; it’s the lived experience of your employees. At Levels Recruitment we have mastered the art of creating a vibrant and inclusive, diverse culture that resonates with our team members. This culture not only retains top talent but also transforms employees into enthusiastic brand advocates. Employee Testimonials: Real Voices, Real Impact While your leadership team can talk about your company culture, the true impact comes from the voices of your employees. At Levels Recruitment we encourage our team members to share their experiences, providing an authentic look into their workplace. This transparency builds trust and authenticity, appealing to potential candidates looking for an employer with a genuine commitment to its people. Unlocking Hidden Potential: AI-Driven Recruitment Great talent comes in all shapes and sizes, and forward-looking companies are embracing technology to find it. Levels Recruitment utilises cutting-edge AI technology that assesses candidates based on their skills, not just their CVs. This data-driven approach expands our talent reach and ensures we discover top talent based on their true capabilities. What’s more, our AI technology eliminates bias from the recruitment funnel, removing an average of 29 biases per hire. With tools like Sigma Polaris, recruiters gain detailed insights and make data-driven selections. This approach aligns work preferences to roles, ensuring the right pieces fit the puzzle. Through AI ranking, applicants are prioritised based on their fit without bias. In conclusion, employer branding is a dynamic journey and by focusing on your online presence, nurturing a positive company culture, embracing employee testimonials, and innovating in your recruitment strategies, you can make your organisation a sought-after destination for talent.