Long story short: Are you taking advantage of your recruitment tools?

September 2, 2022 10:06 AM

The unofficial end of summer signals a fresh start — and with the Great Resignation still wreaking havoc on workforces, a new recruiting strategy should be at the top of an employer's to-do list.

In this week's top stories, recruitment efforts could use a new take, and tapping into underserved populations, like individuals with a previous criminal background, or neurodiverse employees is a good first step. Taking simple steps to accommodate these groups can help move diversity goals forward, and amplify a company's mission and goals.

Yet finding those employees can be difficult without the right technology. A new platform is using the same concept as online dating to help employers swipe for a job match. But employers may also need to tread lightly: in NYC, new legislation is limiting the use of AI in recruiting, and will require employers to engage in a bias audit to ensure employers are not implicitly discriminating through their tech.

Check out more recruiting tips in our top stories of the week:

Can recruiting be like online dating? A new platform is testing it out

Lynk, an AI-driven knowledge management platform, recently announced its new product, TalentHub, a search engine that matches job applicants and companies according to their profile and criteria they both submitted — much like a dating app.

Employers also fill out their own profile, complete with information ranging from what kind of technical skills they're looking for to what kind of culture fit they need. The software then presents employers with a list of corresponding profiles employers can sift through seamlessly. Associate editor Paola Peralta chatted with the senior vice president of the app to reveal the recruiting trends moving forward.

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Can recruiting be like online dating? A new platform is testing it out

AI and DEI: Why NYC will limit the use of digital tools in recruiting

Beginning on January 1, 2023, New York City employers will face newly-implemented restrictions when using artificial intelligence and machine-learning tools in recruiting efforts. The new law will require employers to limit their use of AI tools that might replace human decisions about prospective candidates, as well as mandate an annual "bias audit" that will require companies to publicly disclose their hiring metrics.

Associate editor Paola Peralta spoke with John Winner, CEO of Kizen, a sales and marketing platform developer on what this legislation means for recruiters, and why technology can often perpetuate dangerous biases.

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AI and DEI: Why NYC will limit the use of digital tools in recruiting

How employer bias is getting in the way of hiring neurodiverse talent

Up to 20% of the world's population is neurodivergent, according to consulting firm Deloitte. Autism, dyspraxia, dyslexia, obsessive-compulsive disorder, attention deficit hyperactivity disorder, or arguably, even a mood disorder like major depression are all considered on the spectrum of neurodiversity.

While no one neurodivergent individual is the same, misinformation and stereotypes may make it so employers are hesitant to recruit from this population, let alone support those who already work there, explains Anthony Pacilio, vice president of CAI Neurodiverse Solutions, an employment program that helps companies attract and retain neurodiverse talent. Associate editor Deanna Cuadra spoke with Pacilio about the accommodations neurodiverse employees need, and why they shouldn't be a hurdle to hiring them.

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How employer bias is getting in the way of hiring neurodiverse talent

New and noteworthy: Back to school

Upskilling and reskilling is more in demand than ever, as employees want to know how their workplace is going to invest in their professional growth. What are the best benefits, programs and technology to help develop talent internally — and what's the payoff for employers?

In our most recent New and Noteworthy, EBN's editors explore how Gen Z employees are flipping the script and mentoring their boomer colleagues, as well as the considerations employers should make when hiring formerly incarcerated employees. Lowe's and PwC also weighed in on the importance of training and upskilling to recruit and retain top talent.

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New and noteworthy: Back to school