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It’s official: The machines are pretty great at making hires.   At least that’s what the results of a study conducted by the National Bureau of Economic Research1 seem to indicate. The study compared hires made by an algorithm to hires made by hiring managers across 15 companies and found that retention rates were roughly 15 percent higher when algorithms made the decisions.   Far from taking this to be a sign of the recruiting apocalypse, many recruiters are rejoicing over the advances of machine learning, artificial intelligence (AI), and other forms of automation in the field. In a survey of more than 450 recruiters and 4,000 candidates conducted by Jobsite2, 75 percent of respondents said automation “allowed them to complete routine tasks quickly.” Sixty-eight percent said automation “freed up their time to do better work,” and 50 percent said it “allowed better client and candidate service.”

Candidates and existing employees alike agree: Professional development is the key to higher engagement, more satisfaction, lower turnover, and a more innovative and productive workforce.   Furthermore, poorly structured onboarding processes can cause new hires to jump ship within their first six months on the job.   Next-level onboarding process such as the one described in this eBook requires next-level tech to keep it running smoothly and effectively. For that, you’ll want to have a look at ClearCompany, the most intuitive talent acquisition and talent management software available.

These days, data is power. The more information you have on candidates, the stronger your talent pool will be – and a strong talent pool leads to better hires in less time for less money. Of course, collecting candidate data is easier said than done, and managing that data once you have it my be even harder to do. How do you ensure that every candidate profile in your database is as up to date as possible? How do you track a candidate's entire history with your company when that relationship might span years? And how do you centralize all that candidate data in one place when it's coming from ATSs, CRMs, social media, and your own inbox?The answer, it turns out, is simple: You need to find the right candidate data solution.

It all starts with education. That means sales incentive programs help sales people become trusted advisors and include sales education that incorporates product information, the stages of the buyer's journey, and what salespeople should accomplish at each stage.

It wasn't too long ago that most employee incentive programs simply consisted of health benefits and paid vacation days. Today, however, those things are not enough to constitute a world-class employee recognition program. Employers that want to attract and retain top talent in 2016 need to rethink their employee engagement strategies and offer programs that motivate and inspire their employees to strive for more.

The Walking Mentorship is a personal and professional development program that combines a weeklong hike through Spain's Camino de Santiago with a variety of exercises designed to help you create a "strategic architecture" for your life. In this eBook, the founder of the program recounts the story of one session from the summer of 2016.

You have the talent, education, and skills to do much more than you are currently doing at work and within your career. So what’s getting in your way?In "Get Out of Your Own Way at Work", Dr. Mark Goulston, executive coach, CEO advisor, author, and more, examines a multitude of "self-defeating" behaviors that could be getting in the way of your career and your life. As a former crisis psychiatrist, UCLA professor of psychiatry, and FBI and police hostage negotiation trainer, Dr. Goulston has helped countless individuals get out of their own way and reach personal and professional success.Dr. Goulston has spent hundreds of hours guiding Fortune 100 executives, small business owners, and everyone in between away from their self-sabotaging behaviors. Now, he’s here to help you, too. Here’s to your future!

The average job search takes about six weeks – which, for most of us, is about six weeks too long. We want that darn job now! And who can blame us? There are bills to pay, mouths to feed, and career moves to be made. Few, if any of us, have time for lengthy job searches.We at Recruiter.com are here to help, which is why we’ve compiled this book of 130+ job search tips. We asked the experts for their insights on everything from penning the perfect cover letter to emerging victorious from a meeting with a hostile interviewer. So, if you’re currently on the hunt for a new job – or you’re planning to go on the hunt someday – then dive right in and learn everything you need to know about succeeding in your search.

In this eBook, we’ll take a look at six tech-related trends that are shaping the future of talent acquisition right now. By getting ahead of the curve today, recruiters can gain powerful competitive advantages and build the sort of recruiting and hiring processes that will carry them into the future, no matter what obstacles stand in their way.

The Internet has altered the way in which candidates go about applying to jobs, which means recruiters have had to adjust their tactics in order to find and hire the best talent. Today’s recruiters aren’t just recruiters: They’re also marketers, content creators, social media experts, tech experts, and data scientists. In this eBook, we explore how the right tech makes it possible for recruiters to juggle all of these roles with ease. We’ll take a look at six tech-related trends that are shaping the future of talent acquisition right now. By getting ahead of the curve today, recruiters can gain powerful competitive advantages and build the sort of recruiting and hiring processes that will carry them into the future, no matter what obstacles stand in their way.

Recruiters tend to be people people. They want to build relationships and treat candidates like human beings. Unfortunately, rigid recruiting processes and inefficient recruitment technologies often hold them back. When that happens, recruiting becomes a cold and transactional process -- but that's not the best way to attract top talent. In order to put talent first, recruiters need the right tech tools on their side. This eBook takes a look at exactly what that tech tool might be.

Hiring managers often trust their guts when making hiring decisions. The problem is, our guts are terrible at making hiring decisions, and data-based hiring methods in general always outperform our instincts by at least 25 percent. In fact, when it comes to data-based hiring methods, one in particular stands above the rest: the structured interview. Structured interviews, when administered correctly, have a predictive validity of 62 percent - twice as high as the predictive validity of unstructured interviews.