3 Strategies for Post-Pandemic Growth:

How agencies using Bullhorn can expand revenue with next-gen technology

Despite the ongoing pandemic, staffing and recruitment agencies in the US are already plotting their route back to growth and profitability. But where should they start? Will it be “placements as usual”, or should agencies use this disruptive time to adopt technology, tap into new revenue streams and refocus their efforts on people?

In this webinar Chris Conrad, Vice President of Sales for North America at Textkernel, and Jennifer Shorr, Assistant Vice President of Operations at Jacobson Group, will discuss how agencies can improve their workflow and refocus attention on both candidates and customer to thrive in 2021.

Recorded on March 30th 2021 | 35 min

If you missed our Webinar | How AI supports Diversity Recruitment Strategies, this blog is for you.

To build a strong diverse and inclusive policy takes courage because you will face a lot of challenges. Your management is waiting for results, you’re afraid of hiring the wrong person and you don’t even know how to source the talent that you need. How will you manage diversity? If you have to change all your practices and process, will you find resistance to change? For sure, the response will be yes, somewhere. 

Look at the numbers in the slide above, hiring the right person is really a challenge. If you receive hundreds of applications it’s impossible to review them one by one, then if you make a choice and you discriminate. It’s a natural function.

So, sometimes implicitly, we choose what we know. This is what we call the ‘more likely effect’, you choose what you feel comfortable with.

Although it seems difficult, there are five paths you can take to build a diverse policy in your organization, as shown on the slide above.

Does it feel like an impossible mission? Yes, but technology can help. Using the right method and the right tools, you will be set for success.

As mentioned, recruiters and hiring managers have very limited time to look at large amounts of CVs. This does not apply to AI. In seconds it can scan the entire content of documents. It doesn’t matter how long a resume is and most importantly, no information is lost in the process.

It is also an opportunity to bring implicit information that might not be stated in the CV. For example, calculating years of experience or experiencing a certain domain, leadership, or entrepreneurship experience are all Meta elements that AI can help extract from these documents.

Having access to information, a recruiter can make a more inclusive decision when they make the selection. But it’s also possible to hide information. Discriminatory elements like age, name, profile photos or even attributes can sometimes bring false biases. For example, choosing certain schools or discriminating a certain location, and so on.

AI can detect discriminatory phrases in job ads, for example, and offer alternatives or rewriting that content to appeal to a larger set of job seekers. This has been actually about trying to extract information from the document, that information is text but there is another level that AI can help and that is when it moves to the semantic levels.

The semantic search can identify spelling variations so in this case, the masculine and the feminine form of that job title, so it can help reach a larger set of candidates.

Going one step forward, many products also offer normalization such as job titles. Being able to understand these documents also offers an opportunity to create uniform profiles so that when recruiters or hiring managers can compare CVs without being distracted by differences in the presentation layout and where the information is located in the document.

Another way that Diversity and Inclusion can be enhanced is by making sure that the profiles on the database are as up-to-date as possible. Especially in the corporate environment where the CVs of the people usually expire because they have been working for a while in the company. In this case, it’s possible to enrich the profiles based on other sources.

The example on the slide above is a performance report and it extracts the skills that are mentioned in that portfolio. The skills can then be used to enrich the employee’s profile and therefore compete with anyone that already had the same skills on their profile.

AI can also help when recruiters are searching for people and a good semantic search allows the recruiter to reach a diverse set of candidates. The simplest thing that can be done through is by having a search product that offers simultaneous access to many sources. So, you being able to type a query and firing that query among several sources allows you to reach a more diverse set of job seekers.

We hope we’ve made clear how important Diversity and Inclusion is for organizations and how AI can help you implement and manage this, starting on your HR and recruiting processes.

If you would like to watch the webinar about this subject, click here:
Webinar | How AI supports Diversity Recruitment Strategies

Would you like to check how Textkernel can help you with your unique business needs? Contact us.

Support your SuccessFactors team with state of the art AI

Do you want to accelerate several HR workflow processes to improve your candidate experience and let your HR team deliver better results in less time?

SAP SuccessFactors customers can now use Textkernel’s powerful AI Tech to match people and jobs. It also improves your talent pool visibility, management, and enrichment.

Recorded on February 11th 2021 | 30 min

In this webinar, you will learn how to:

– Save time by fast and automated shortlisting of applicants
– Find candidates in your own database with just one click
– Get AI matching indicators inside SuccessFactors
– Make us your AI watchdogs to fill critical roles more quickly

Staffing and Recruitment will continue to feel the lasting impact of the COVID-19 pandemic that highlighted cracks in “more recruiters means more revenue” thinking.

With agencies reevaluating their route to profitability over the last 12 months the focus has once again turned to growth; but where do we start?

Digital recruiting technology is an easy answer, but it’s no longer just about doing more with less through automation. In this talk you’ll discover how next-generation technology supports agency revenue growth through consultancy, helps you win more business with existing accounts, and helps you identify new clients in need of the specialist roles you recruit for.

Recorded on February 18th, 2021 | 35 min

In this webinar, we discuss:

Textkernel is honored and excited to share the news of our inclusion in the cohort of winning software companies of the 9th Annual Main 50. This annual ranking of the 50 most successful Dutch software companies shines light on the success of the local software market.

Textkernel thanks its hard-working employees, customers and partners in supporting our vision to deliver AI that connects people and jobs. As of 2021, we have been in business 20 years and we look forward to our exciting future.

To learn more about Textkernel, please refer to our interview with our CEO Gerard Mulder.

To learn more about the Main 50 annual ranking, please refer to Main Capital.

Bringing transparency and a “human touch” to AI for Recruitment with Semantic Modeling and Knowledge Graphs 

Recorded on 12 November | 45 minutes

Watch the on-demand Webinar: Accelerate your Internal Mobility with a skill-based talent inventory

Recorded on: October 20, 2020 | Duration: 31 minutes

In this webinar you’ll learn the importance of skills and its strategies and how the Textkernel Skills API can help workforce planning and internal mobility efforts.

Watch the on-demand Webinar | Reducing Bias to increase Diversity in the hiring process

Recorded on Sept 22, 2020 | Duration: 42 minutes

Ruth Moquer-Torcy, Alliance & Partnership Manager SEU and Mihai Rotaru, Head of R&D at Textkernel explain what could be the role of AI in bias mitigation in recruitment, talent management, candidate attraction, to enhance Diversity and Inclusion.