Technology has become a ubiquitous part of our hiring landscape. It makes recruiting faster and easier. But at its heart recruitment is a human activity. How do we access the benefits of technology without losing human insight?
We’ll discuss that and more with Charlie Atkinson, CEO and Founder of PeopleFactors, a pre-hire candidate assessment solution that helps companies identify and hire leaders, and has more than 35 years of experience in HR and business consulting.
TOPICS YOU’LL HEAR
Give us a quick history of PeopleFactors and how its different from other assessment tools on the market?
So the question is how can technology assist us with the hiring process and where is it best suited, versus where it might be more limited.
Do you think the pendulum is swinging too far towards technology in hiring and if so what are we losing or missing?
Where is more balance needed and how should we go about finding that balance.
What are your thoughts and recommendations on ensuring our listeners hire better and find the candidates who are the right fit for their companies and the roles they are looking to fill?
Key datapoint that an assessment tool gives u vs a human?
Is there still a place for "gut feelings" as part of the hiring process?
If you've never used an assessment tool before what should you know about selecting one?