Recruitment legislation is complex and ever-involving. Our employment market is inundated with a mash-up of complex laws and employment awards across a myriad of acts.

It certainly comes as no surprise that many employers are facing immense pressure when dissecting and interpreting legislation. Given the potentially serious penalties of a breach effective recruiters need to keep abreast of the latest changes. Not sure where to begin?

Here are the five recruitment legislation acts that all recruitment professionals should know:

1) Fair Work Australia Ombudsman

Mostly governed by the Fair Work Act 2009 (FWA) and the Fair Work Regulations 2009, the Fair Work Ombudsman promotes a healthy workplace for employees, contractors, and employers alike, by providing information and advice of work rights and obligations.

On the whole, these Acts are substantial and legally complex; making it difficult for everyday employers to interpret. Failure to comply with the Fair Work Act can result in formidable damage to your business, such as in the 2016 case of a Sydney business.

2) Privacy Act

The Privacy Act 1988 is a law which oversees the regulation and handling of private and personal information about individuals – most commonly, individuals’ names, signatures, addresses, contact numbers, dates of birth, medical records, bank account details, and commentary or opinion about a person.

The Privacy Act is a difficult legislation to monitor, given that it delves further in thirteen Australian Privacy Principles or APPs and apply to APP entities (Australian and Norfolk Island Government Agencies).

Breaches in privacy are covered under the Notifiable Data Breaches scheme, which is available for us by APP entities as well as individuals; when the breach is assumed to cause serious harm to those affected.

Currently, breaches under the Privacy Act can incur a maximum fine of AUD 420,000.

3) Workplace Health, Safety Standards, and the Workplace Health and Safety Act

The establishment of national policies, focused on improving work H&S and workers’ compensation across Australia, is led by Safe Work Australia.

Businesses and employers are required, and have a legal responsibility, to implement and enforce H&S practices accordingly; covering all employees, contractors and even volunteers or visitors.

While WHS may be seen as a nuisance and an expensive practice by some, the price of failing to comply with the legislation is even more costly, and may include prosecution.

In Queensland alone, there are four categories of offences.

4) STP – Single Touch Payroll

In July 2018, the ATO implemented a change in reporting methods, requiring businesses with a minimum of 20 employees to report to the Commissioner on or before each pay day using Single Touch Payroll.

Detailed information on tax and superannuation, payment of salary, wages, allowances, deductions and such will now need to be provided directly from each business’ payroll provider.

The new STP scheme is a critical move to identifying superannuation non-compliance, and will allow the Tax Office to implement penalties on employers who do not comply with their superannuation obligations.

5) Labour Hire Licensing

With the commencement of the Labour Hire Licensing Act 2017, pioneered in Queensland; labour hire licensing is now mandatory. Full roll outs in a number of states occurred earlier this year, including South Australia from August 2019 and Victoria in October 2019.

Once considered an unregulated industry, the Act seeks to protect labour hire workers from exploitation; with any business, which uses or provides labour hire, connected to Queensland be bound to compliance

How to Make Sense of it All

The complexity of  recruitment legislation has caused immense pressure on business owners and is set to cause a shift right across Australia over the next two years.

Having robust business processes is critical to the survival of your business; and with the success of your business at stake, it is important you have regular and sound advice available to you.

It is no longer just about commercial savviness. Agility and understanding market verticals is critical at this point; and using the right tools – including Artificial Intelligence – in your business will ensure sustainability and ongoing success.

Talk to Ratescalc.com™ and learn more about how we can help.


recruitment legislation acts

About Col: Col Levander FRCSA has over 30 years’ experience in the services, recruitment and on-hire industry and in technology. Col started his recruitment career at an entry level consulting role and progressed to Branch, State, Regional and National roles in Operations and Sales working for small niche businesses, National companies and Global organisations. Col has also started, built and grown four recruitment agencies over this time. In 2010, Col turned his hands on experience in recruitment to his passion with technology where he identified value in providing an informed technology conversation with real life “Best Practice” experience in the recruitment market sector. Col continues to innovate and the launch of Ratescalc.com is a new beginning in a myriad of software solutions his company Rec Tech solutions will be bringing to market in years to come.


For information on more legislation that may affect your agency, check out The New Data Privacy Law Your Recruitment Agency Can’t Risk Breaching

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The recruitment industry is in the middle of a digital transformation: new technologies are radically impacting the way recruitment agencies do business and will continue to do so for the foreseeable future.  Is your business a part of this digital revolution? And what does digital transformation mean to the average recruitment professional? We surveyed 900+ global staffing and recruitment professionals to find out. Read on for the top takeaways.

Digital transformation is positive, but agencies aren’t taking action

At the beginning of the year, as part of our annual GRID report on top industry trends, we asked global recruitment professionals to say if they thought digital transformation—defined as the integration of technology into all areas of business for the purposes of improving operations and the way companies deliver value to customers—was good or bad for their business.

The verdict: recruitment pros overwhelmingly viewed it as a good thing. Eighty percent said it would help their business and only 5 percent said it could hurt their business. Enthusiasm runs high, but are agencies taking action to make digital transformation a reality? 

What does digital transformation mean to recruitment professionals?

Most recruitment pros possess a nebulous understanding of digital transformation. Sixty-eight percent of the nine-hundred respondents surveyed say they have a limited understanding of digital transformation, while just one out of five say they have a deep understanding.

What does digital transformation mean to the industry?

Given a large list of options, the vast majority (81 percent) say that when they think of digital transformation, they think of one of the following technologies: automation (37 percent), AI and machine learning (18 percent), or cloud-based software (26 percent).

Who has a digital transformation strategy in place?

If your agency has a formal digital transformation strategy, pat yourselves on the back—you’re ahead of the curve. Just twenty-five percent of respondents say they do.

Who are the digital transformation pacesetters? Large agencies are far more likely than smaller agencies to take action; with the sharpest cut-off happening at 150 employees. Agencies with at least 150 employees are twice as likely to have a digital transformation strategy.

Globally, APAC professionals (28 percent) lead the pack, while US firms (18 percent) lag behind. Wherever your business resides, if you have a digital transformation strategy in place or even a strong understanding of what one entails, you’re in the minority.

What technologies have agencies embraced?

When it comes to incorporating new technology, how do recruitment agencies fare? The automation of recruitment processes has the most buy-in, but automation adoption is still uniformly low across the board. Sourcing is the most adopted process (39 percent) and redeployment the least (5 percent). One in five firms don’t automate anything,

Candidate acquisition is voted by recruitment professionals as their number one priority, so it’s no surprise that it’s the process that agencies are most eager to automate. Generally, agencies see digital transformation as a means to improve candidate-related activities. When respondents were asked to select how digital transformation will most impact their business, they chose applicant tracking/candidate management by a large margin.

While automation is no doubt useful for this purpose, there’s no shortage of other uses for automation, many that improve productivity and performance. 

Respondents were also asked how much of their business lives in the cloud. While nearly every business now uses at least some cloud-based software—just five percent use no cloud-based software for their business, just 15 percent are completely cloud-based. Most respondents (68 percent) fall somewhere in the middle.

Who is responsible for digital transformation?

Who should be leading your digital transformation strategy? For most businesses, the CEO (45 percent) takes the lead, though this may be by default for some businesses. While not every agency has a Chief Information Officer or Chief Technology Officer (CIO/CTO), those who do are much more likely to have an advanced approach to digital transformation. 

Businesses with a CTO or CIO leading the digital transformation strategy are twice as likely to have a deep understanding of digital transformation and twice as likely to automate key recruitment processes. That said, recruitment businesses that hire a CTO or CIO may already be demonstrating a greater commitment to technological change, so this may be a byproduct of a technology-first focus rather than a cause of it.

Looking Forward

Recruitment professionals are in agreement that digital transformation is the future (and the present) of the industry, but the results don’t quite match up to the enthusiasm for technological progress. Most have barely begun to explore the many possibilities of technology to further their business, presenting a great opportunity to differentiate from the competition. Automation, in particular, represents immense untapped potential for agencies.

The results are clear: we are just beginning to realise the transformational potential of technology as an industry.


Check out how to make digital transformation a reality for your agency with our all-new digital transformation center.

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There’s no doubt that Australian recruitment agencies are increasingly aware of the importance of recruitment marketing: a quick browse of social media platforms highlights that the overwhelming majority are using them in a bid to engage with prospective candidates.

Many agencies produce blogs for their own websites or have hired a full-time marketing specialist to handle their content and social media. However, many more are still finding their feet and are not yet at the point where they are really making the most of the opportunities that adept marketing brings. Communications expert and chief of Digital Conversations Tanya Williams agrees. In the past year, she says few agencies have marketing proficiency. In this first of a two-part series of blogs, we’ll look at why marketing recruitment agency is vital for your firm.

Jobs and Blogs – A Missed Opportunity

The recruitment market is overcrowded: there are around 7000 hiring organisations in Australia alone. It can be a huge challenge to stand out from the crowd and attract candidates and clients.. And, of course, this is the key aim of any marketing strategy. At a recent Phenom People webinar, Lori Sylvia, CEO of Rally Recruitment Marketing said that the success of recruitment marketing should be measured by “the adding of new contacts to the talent pipeline.”

However, Williams notes that a number of agencies are less successful at doing so because their marketing consists mostly of what she describes as “jobs and blogs syndrome”. She argues that few know how to interact with their target audience: “You go on most recruiters’ social media sites and that’s all you see. There’s no engagement; it’s just job post after job post.” So, how can marketing be used to far greater effect?

Make Potential Candidates Aware Of – and Interested In – Your Company

It makes sense that the more times you get in front of people so that they remember you, the more likely it is that they will use your services. Certainly, consistent blogging, sponsoring events and other promotional activities may make a chunk of your accessible market aware of who you are.

At a recent Captain’s Table event, hosted by Navigator Consulting, marketing expert and director of Eloquent, Sean Withford, explained that the challenge goes beyond just building general awareness. Effective marketing means ensuring that candidates who are open to opportunities are the ones your brand is getting in front of. Successful strategies will highlight your agency’s niche to the right people, not just the fact that it exists to the entire population.

Position Yourself as the Agency of Choice

You’ll stay front of mind so that when candidates need help finding their next job or businesses want their next vacancy filled, they’ll choose you. When agencies use the same platforms and deliver similar content, there’s very little to differentiate them. Instead, there needs to be a strategy which aims to boost brand perception and allows people to discover what you have to offer.

If you position yourself as thought leader demonstrate that you can add real value. In addition, content marketing which is useful for clients and candidates, such as the sharing of advice or creation of white papers, helps build relationships and highlights your company’s culture of knowledge sharing.

Carolyn Hyams, the digital marketing director of leading Australian recruitment brands Aquent, Vitamin T and Firebrand, wholeheartedly advocates this concept: “When it comes to recruitment the industry doesn’t have a great reputation as a whole. So being able to build relationships through that trust, reputation and that value you add beyond people thinking that you just put bums on seats – that has a huge impact.”

Target Passive and Hard-To-Reach Talent Pools

Recent figures from LinkedIn suggest that a hefty 70% of the global workforce is made up of passive candidates who aren’t actively job seeking, it’s a challenge for recruiters to find ways to source and attract those individuals. This is where it pays to reach out to them in creative ways which engage their interest. Here, an inbound marketing strategy which is specifically aimed at attracting the candidates that are the best fit for your clients is crucial. The most successful agencies will have a strategy to put their business in front of relevant professionals through the channels they use most naturally. Building relationships which provide the right amount of nurturing and communication will foster these leads and demonstrate that your agency will understand their needs when they do look to make their next career step.

So, there’s no question that an effective marketing strategy really makes a difference – agencies which use the right tactics can attract individuals and businesses that were previously off the radar, convert these into leads and then develop them into new clients or candidate placements.


For more on effective how to produce effective marketing content, check out How to Create Great Content for Your Candidates

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There’s no doubt that Australian recruitment agencies are increasingly aware of the importance of recruitment marketing: a quick browse of social media platforms highlights that the overwhelming majority are using them in a bid to engage with prospective candidates.

Many agencies produce blogs for their own websites or have hired a full-time marketing specialist to handle their content and social media. However, many more are still finding their feet and are not yet at the point where they are really making the most of the opportunities that adept marketing brings. Communications expert and chief of Digital Conversations Tanya Williams agrees. In the past year, she says few agencies have marketing proficiency. In this first of a two-part series of blogs, we’ll look at why marketing recruitment agency is vital for your firm.

Jobs and Blogs – A Missed Opportunity

The recruitment market is overcrowded: there are around 7000 hiring organisations in Australia alone. It can be a huge challenge to stand out from the crowd and attract candidates and clients.. And, of course, this is the key aim of any marketing strategy. At a recent Phenom People webinar, Lori Sylvia, CEO of Rally Recruitment Marketing said that the success of recruitment marketing should be measured by “the adding of new contacts to the talent pipeline.”

However, Williams notes that a number of agencies are less successful at doing so because their marketing consists mostly of what she describes as “jobs and blogs syndrome”. She argues that few know how to interact with their target audience: “You go on most recruiters’ social media sites and that’s all you see. There’s no engagement; it’s just job post after job post.” So, how can marketing be used to far greater effect?

Make Potential Candidates Aware Of – and Interested In – Your Company

It makes sense that the more times you get in front of people so that they remember you, the more likely it is that they will use your services. Certainly, consistent blogging, sponsoring events and other promotional activities may make a chunk of your accessible market aware of who you are.

At a recent Captain’s Table event, hosted by Navigator Consulting, marketing expert and director of Eloquent, Sean Withford, explained that the challenge goes beyond just building general awareness. Effective marketing means ensuring that candidates who are open to opportunities are the ones your brand is getting in front of. Successful strategies will highlight your agency’s niche to the right people, not just the fact that it exists to the entire population.

Position Yourself as the Agency of Choice

You’ll stay front of mind so that when candidates need help finding their next job or businesses want their next vacancy filled, they’ll choose you. When agencies use the same platforms and deliver similar content, there’s very little to differentiate them. Instead, there needs to be a strategy which aims to boost brand perception and allows people to discover what you have to offer.

If you position yourself as thought leader demonstrate that you can add real value. In addition, content marketing which is useful for clients and candidates, such as the sharing of advice or creation of white papers, helps build relationships and highlights your company’s culture of knowledge sharing.

Carolyn Hyams, the digital marketing director of leading Australian recruitment brands Aquent, Vitamin T and Firebrand, wholeheartedly advocates this concept: “When it comes to recruitment the industry doesn’t have a great reputation as a whole. So being able to build relationships through that trust, reputation and that value you add beyond people thinking that you just put bums on seats – that has a huge impact.”

Target Passive and Hard-To-Reach Talent Pools

Recent figures from LinkedIn suggest that a hefty 70% of the global workforce is made up of passive candidates who aren’t actively job seeking, it’s a challenge for recruiters to find ways to source and attract those individuals. This is where it pays to reach out to them in creative ways which engage their interest. Here, an inbound marketing strategy which is specifically aimed at attracting the candidates that are the best fit for your clients is crucial. The most successful agencies will have a strategy to put their business in front of relevant professionals through the channels they use most naturally. Building relationships which provide the right amount of nurturing and communication will foster these leads and demonstrate that your agency will understand their needs when they do look to make their next career step.

So, there’s no question that an effective marketing strategy really makes a difference – agencies which use the right tactics can attract individuals and businesses that were previously off the radar, convert these into leads and then develop them into new clients or candidate placements.


For more on effective how to produce effective marketing content, check out How to Create Great Content for Your Candidates

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There’s no doubt that Australian recruitment agencies are increasingly aware of the importance of recruitment marketing: a quick browse of social media platforms highlights that the overwhelming majority are using them in a bid to engage with prospective candidates.

Many agencies produce blogs for their own websites or have hired a full-time marketing specialist to handle their content and social media. However, many more are still finding their feet and are not yet at the point where they are really making the most of the opportunities that adept marketing brings. Communications expert and chief of Digital Conversations Tanya Williams agrees. In the past year, she says few agencies have marketing proficiency. In this first of a two-part series of blogs, we’ll look at why marketing recruitment agency is vital for your firm.

Jobs and Blogs – A Missed Opportunity

The recruitment market is overcrowded: there are around 7000 hiring organisations in Australia alone. It can be a huge challenge to stand out from the crowd and attract candidates and clients.. And, of course, this is the key aim of any marketing strategy. At a recent Phenom People webinar, Lori Sylvia, CEO of Rally Recruitment Marketing said that the success of recruitment marketing should be measured by “the adding of new contacts to the talent pipeline.”

However, Williams notes that a number of agencies are less successful at doing so because their marketing consists mostly of what she describes as “jobs and blogs syndrome”. She argues that few know how to interact with their target audience: “You go on most recruiters’ social media sites and that’s all you see. There’s no engagement; it’s just job post after job post.” So, how can marketing be used to far greater effect?

Make Potential Candidates Aware Of – and Interested In – Your Company

It makes sense that the more times you get in front of people so that they remember you, the more likely it is that they will use your services. Certainly, consistent blogging, sponsoring events and other promotional activities may make a chunk of your accessible market aware of who you are.

At a recent Captain’s Table event, hosted by Navigator Consulting, marketing expert and director of Eloquent, Sean Withford, explained that the challenge goes beyond just building general awareness. Effective marketing means ensuring that candidates who are open to opportunities are the ones your brand is getting in front of. Successful strategies will highlight your agency’s niche to the right people, not just the fact that it exists to the entire population.

Position Yourself as the Agency of Choice

You’ll stay front of mind so that when candidates need help finding their next job or businesses want their next vacancy filled, they’ll choose you. When agencies use the same platforms and deliver similar content, there’s very little to differentiate them. Instead, there needs to be a strategy which aims to boost brand perception and allows people to discover what you have to offer.

If you position yourself as thought leader demonstrate that you can add real value. In addition, content marketing which is useful for clients and candidates, such as the sharing of advice or creation of white papers, helps build relationships and highlights your company’s culture of knowledge sharing.

Carolyn Hyams, the digital marketing director of leading Australian recruitment brands Aquent, Vitamin T and Firebrand, wholeheartedly advocates this concept: “When it comes to recruitment the industry doesn’t have a great reputation as a whole. So being able to build relationships through that trust, reputation and that value you add beyond people thinking that you just put bums on seats – that has a huge impact.”

Target Passive and Hard-To-Reach Talent Pools

Recent figures from LinkedIn suggest that a hefty 70% of the global workforce is made up of passive candidates who aren’t actively job seeking, it’s a challenge for recruiters to find ways to source and attract those individuals. This is where it pays to reach out to them in creative ways which engage their interest. Here, an inbound marketing strategy which is specifically aimed at attracting the candidates that are the best fit for your clients is crucial. The most successful agencies will have a strategy to put their business in front of relevant professionals through the channels they use most naturally. Building relationships which provide the right amount of nurturing and communication will foster these leads and demonstrate that your agency will understand their needs when they do look to make their next career step.

So, there’s no question that an effective marketing strategy really makes a difference – agencies which use the right tactics can attract individuals and businesses that were previously off the radar, convert these into leads and then develop them into new clients or candidate placements.


For more on effective how to produce effective marketing content, check out How to Create Great Content for Your Candidates

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The evidence is overwhelming: recruiting professionals are overwhelmingly enthusiastic about artificial intelligence (AI). As part of Bullhorn’s survey of 2,000 global industry professionals, we asked respondents to name the trend they’re most interested in following over the next three to five years. AI was the top response and it wasn’t close. In particular, respondents are especially excited about the implications of AI for candidate screening and sourcing. This likely won’t be much of a surprise to anyone who has spent even a day in the industry over the last several years—the unemployment rate is historically low, the talent shortage is historically high, and candidate acquisition is the top priority for agencies year after year.

The interest in AI goes beyond sourcing, however. Eighty percent of respondents said embracing the digital transformation of the industry through AI and automation would help their business, compared to just five percent who said it would hurt their business, and fifty-percent say AI will have a positive impact on candidate and customer engagement compared to just 18 percent who disagree.

“I’m excited for Artificial Intelligence and how it can improve the industry as a whole” — Respondent, Global Recruitment Insights and Data Report.

The industry understanding of AI is fuzzy at best

This enthusiasm for AI belies an important truth: few in the industry feel that they have a strong understanding of AI or how it will actually help recruitment agencies.

When asked to evaluate their understanding of AI, respondents gave themselves a five out of ten on average. Thirty-six percent say they have a high understanding of the subject—but this number pales in comparison to the number of industry professionals talking about AI. 

What’s the cause for the disconnect? Recruitment professionals hear about AI year after year in the abstract, but few see tangible illustrations of what that means for their business.

“Artificial intelligence could be huge once it gets figured out—which I’m still not convinced is the case.” — Respondent, Global Recruitment Insights and Data Report.

To close that gap, here are some exciting developments that prove that AI is so much more than an empty buzzword.

AI in recruitment is already here

The truth is that AI is already having an outsize impact on the industry. Today, AI and automation are already influencing business processes and functions. Recruitment professionals are using this technology to automatically process otherwise very manual tasks, like VMS order updates, time capture, and document management and to avoid costly errors.

They’re also using AI to predictively match candidates to open jobs, fast-tracking those candidates most likely to be successful. As a result, they’re building lasting and trusting relationships with both candidates and clients. 

Data is the fuel that makes AI run. At Bullhorn, for example, we have literally billions of records about candidates, jobs, resumes and placements, and we know who has been placed at previous jobs successfully. We can determine if jobs are similar, if candidates are similar, and we can use all of this combined information to improve the accuracy of placements made by serving up matching recommendations.

If one candidate was successful in one job, that historical data can be used to find a candidate match for a similar job. By placing candidates more likely to succeed, customers both earn trust and deliver great experiences to both candidates and clients alike. In the end, it’s all about candidate and client experiences. 

What are the practical recruitment applications for AI?

The applications of AI have the power to change the industry for the better and, in many cases, they’re already here or right on the horizon. Here’s a taste of some of the most impactful applications for AI to look out for.

Repair redeployment

If you’re trying to find inefficiencies in your business, redeployment is a good place to start. A quarter of recruitment agencies place less than 10 percent of workers on another assignment, and half redeploy fewer than 25 percent. Even if you have an above-average redeployment rate, there’s a huge opportunity to boost revenue, efficiency, and profitability.

The struggle to improve redeployment is a multifaceted challenge complicated by the skills shortage–agencies often can’t redeploy an otherwise incredible candidate because the worker doesn’t have the qualifications for an open role—and AI alone won’t solve it. But agencies can use existing technologies like chatbots, but powered by AI, to completely reimagine the way they handle reassignments.

From interviewing Bullhorn customers and other recruitment professionals, we discovered that low redeployment correlates with the recruitment agency not knowing when an assignment ends. Even if the recruiter knows the original end date, these timelines often change. Checking in with candidates for end dates consistently takes time and effort that most recruiters don’t have available. To make timely hiring decisions, recruiters need updated information on specific data points such as certifications, licenses, new skills and pay rate in addition to availability. Every client, location and even job order is unique so a one-size-fits-all form will simply not work. 

The solution? Chatbots that automatically engage with candidates and hiring managers through texting to determine end dates and other relevant data. Armed with the accurate data from the chatbot, the recruiter can follow up with the candidate. Here’s an example of an early mockup of that process:

AI recruiting

Eliminate manual work through automated invoice parsing

One of the great promises of AI and automation is the elimination of manual work so that recruitment professionals can do what they do best: build relationships and focus on the people at the heart of the industry. 

With that in mind, our team built a fully-customisable AI engine to automate invoice parsing and document ingestion. The user defines which fields she wants to extract, then marks those fields in sample documents to generate training data for the system engine. The engine then learns to automatically extract fields as specified by the user. If the system makes a mistake, the user can provide instant feedback. The more training data we get, the more rapidly and consistently the system accuracy improves.

Currently, a lot of training data is required to reach an appropriate accuracy. Up to 10,000 training documents are required to reach 95 percent accuracy. While these projects highlight the high degree of difficulty in applying AI to the recruitment industry, they also demonstrate the tantalising opportunities for agencies to be more efficient, productive, and profitable.

Changing the recruitment industry for the better

Much has been written about the potential for artificial intelligence to exacerbate and amplify existing biases in the world of work, but with intent, recruitment professionals can use AI to promote diversity and inclusion both internally and for their clients. Recruitment Agencies can use AI to eliminate—or at least counter—explicit and implicit biases. 

It’s well-documented that employers often subconsciously penalise candidates based on gender, race, or background; studies have found that changing a name on a resume can return wildly differing results. AI can counter those biases by quantifying the matched elements for a position—relevant certifications, experience, education—into a summarised score, usually computed by valuing the sub-elements consistently using role and industry-specific weights. Even if there weren’t biases at play, this would provide value in the hiring process. 

The future is now

Make no mistake: AI and AI-influenced technology is already having a profound impact on the recruitment industry, and will only continue to do so in the years ahead. Agencies that leverage the power of AI and automation to power their business will be in an incredible position to reap those rewards now and in the future.


Interested in learning more about the challenges, opportunities, and ideas that shape the staffing industry? On the Global Recruitment Insights and Data (GRID) site, you’ll find year-round research on top trends shaping the industry.

staffing ai

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The evidence is overwhelming: recruiting professionals are overwhelmingly enthusiastic about artificial intelligence (AI). As part of Bullhorn’s survey of 2,000 global industry professionals, we asked respondents to name the trend they’re most interested in following over the next three to five years. AI was the top response and it wasn’t close. In particular, respondents are especially excited about the implications of AI for candidate screening and sourcing. This likely won’t be much of a surprise to anyone who has spent even a day in the industry over the last several years—the unemployment rate is historically low, the talent shortage is historically high, and candidate acquisition is the top priority for agencies year after year.

The interest in AI goes beyond sourcing, however. Eighty percent of respondents said embracing the digital transformation of the industry through AI and automation would help their business, compared to just five percent who said it would hurt their business, and fifty-percent say AI will have a positive impact on candidate and customer engagement compared to just 18 percent who disagree.

“I’m excited for Artificial Intelligence and how it can improve the industry as a whole” — Respondent, Global Recruitment Insights and Data Report.

The industry understanding of AI is fuzzy at best

This enthusiasm for AI belies an important truth: few in the industry feel that they have a strong understanding of AI or how it will actually help recruitment agencies.

When asked to evaluate their understanding of AI, respondents gave themselves a five out of ten on average. Thirty-six percent say they have a high understanding of the subject—but this number pales in comparison to the number of industry professionals talking about AI. 

What’s the cause for the disconnect? Recruitment professionals hear about AI year after year in the abstract, but few see tangible illustrations of what that means for their business.

“Artificial intelligence could be huge once it gets figured out—which I’m still not convinced is the case.” — Respondent, Global Recruitment Insights and Data Report.

To close that gap, here are some exciting developments that prove that AI is so much more than an empty buzzword.

AI in recruitment is already here

The truth is that AI is already having an outsize impact on the industry. Today, AI and automation are already influencing business processes and functions. Recruitment professionals are using this technology to automatically process otherwise very manual tasks, like VMS order updates, time capture, and document management and to avoid costly errors.

They’re also using AI to predictively match candidates to open jobs, fast-tracking those candidates most likely to be successful. As a result, they’re building lasting and trusting relationships with both candidates and clients. 

Data is the fuel that makes AI run. At Bullhorn, for example, we have literally billions of records about candidates, jobs, resumes and placements, and we know who has been placed at previous jobs successfully. We can determine if jobs are similar, if candidates are similar, and we can use all of this combined information to improve the accuracy of placements made by serving up matching recommendations.

If one candidate was successful in one job, that historical data can be used to find a candidate match for a similar job. By placing candidates more likely to succeed, customers both earn trust and deliver great experiences to both candidates and clients alike. In the end, it’s all about candidate and client experiences. 

What are the practical recruitment applications for AI?

The applications of AI have the power to change the industry for the better and, in many cases, they’re already here or right on the horizon. Here’s a taste of some of the most impactful applications for AI to look out for.

Repair redeployment

If you’re trying to find inefficiencies in your business, redeployment is a good place to start. A quarter of recruitment agencies place less than 10 percent of workers on another assignment, and half redeploy fewer than 25 percent. Even if you have an above-average redeployment rate, there’s a huge opportunity to boost revenue, efficiency, and profitability.

The struggle to improve redeployment is a multifaceted challenge complicated by the skills shortage–agencies often can’t redeploy an otherwise incredible candidate because the worker doesn’t have the qualifications for an open role—and AI alone won’t solve it. But agencies can use existing technologies like chatbots, but powered by AI, to completely reimagine the way they handle reassignments.

From interviewing Bullhorn customers and other recruitment professionals, we discovered that low redeployment correlates with the recruitment agency not knowing when an assignment ends. Even if the recruiter knows the original end date, these timelines often change. Checking in with candidates for end dates consistently takes time and effort that most recruiters don’t have available. To make timely hiring decisions, recruiters need updated information on specific data points such as certifications, licenses, new skills and pay rate in addition to availability. Every client, location and even job order is unique so a one-size-fits-all form will simply not work. 

The solution? Chatbots that automatically engage with candidates and hiring managers through texting to determine end dates and other relevant data. Armed with the accurate data from the chatbot, the recruiter can follow up with the candidate. Here’s an example of an early mockup of that process:

AI recruiting

Eliminate manual work through automated invoice parsing

One of the great promises of AI and automation is the elimination of manual work so that recruitment professionals can do what they do best: build relationships and focus on the people at the heart of the industry. 

With that in mind, our team built a fully-customisable AI engine to automate invoice parsing and document ingestion. The user defines which fields she wants to extract, then marks those fields in sample documents to generate training data for the system engine. The engine then learns to automatically extract fields as specified by the user. If the system makes a mistake, the user can provide instant feedback. The more training data we get, the more rapidly and consistently the system accuracy improves.

Currently, a lot of training data is required to reach an appropriate accuracy. Up to 10,000 training documents are required to reach 95 percent accuracy. While these projects highlight the high degree of difficulty in applying AI to the recruitment industry, they also demonstrate the tantalising opportunities for agencies to be more efficient, productive, and profitable.

Changing the recruitment industry for the better

Much has been written about the potential for artificial intelligence to exacerbate and amplify existing biases in the world of work, but with intent, recruitment professionals can use AI to promote diversity and inclusion both internally and for their clients. Recruitment Agencies can use AI to eliminate—or at least counter—explicit and implicit biases. 

It’s well-documented that employers often subconsciously penalise candidates based on gender, race, or background; studies have found that changing a name on a resume can return wildly differing results. AI can counter those biases by quantifying the matched elements for a position—relevant certifications, experience, education—into a summarised score, usually computed by valuing the sub-elements consistently using role and industry-specific weights. Even if there weren’t biases at play, this would provide value in the hiring process. 

The future is now

Make no mistake: AI and AI-influenced technology is already having a profound impact on the recruitment industry, and will only continue to do so in the years ahead. Agencies that leverage the power of AI and automation to power their business will be in an incredible position to reap those rewards now and in the future.


Interested in learning more about the challenges, opportunities, and ideas that shape the staffing industry? On the Global Recruitment Insights and Data (GRID) site, you’ll find year-round research on top trends shaping the industry.

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Sourcing during a skills shortage may feel like an impossible task, but with the right approach, you can improve your sourcing results for even the toughest roles. In this new weekly blog series, you’ll find relevant stats and tips for industries where talent is often high in demand but short on supply, like manufacturing, tech, and business services. This week, we cover strategies, stats, and tips for IT and tech roles. Want tips for other industries? Read the entries on Healthcare, Finance, Skilled Trades and Business Roles

IT and Tech Recruiting at a Glance

If you ask someone to name an industry impacted by the talent shortage, chances are they’ll mention tech or IT—and for good reason. For the 2018 Australian Recruitment Trends Report, we asked recruitment professionals to name a role being impacted by a skills shortage.

Seventy-six percent of recruitment professionals that serve IT clients said the talent shortage was their top challenge. Making matters worse: tech roles are among the most competitive to place, as 34 percent of recruitment agencies report placing at least some candidates in these types of roles.

Looking for good news? Seventy-percent of recruitment professionals predict an increase in IT/Tech jobs due to innovations like automation. Regardless of what the future holds, agencies that can effectively find and place candidates in tech roles will have a leg up on the competition. Here are some tips to help you do just that.

Technology Candidates

Get Creative with Your Spelling

Search flexibility is crucial when sourcing for candidates in technology, an industry that often has multiple ways to refer to a candidate’s title or skill sets. When performing searches on LinkedIn, experiment with different ways to spell titles. For example, engineering might be listed as eng, engnr, or engineer. Also, experiment with different titles like “Leader of Engineers” or “Team Lead, Engineers” instead of the typical “CTO” or “VP of Engineering.”

Think about Passive Candidates—Expert Tip from Daxtra

During a skills shortage focus on your talent pipeline and make approaching passive candidates a high priority. Make sure to embrace the powerful array of technology available to take care of repetitive tasks so you can focus on your talent relationships.

Prioritise Soft Skills—Expert Tip from SkillSurvey

Soft skills are a key driver of on-the-job success yet assessing them can be tough. Review a candidate’s cover letters, resumes, and CVs for examples of soft skills in action. Practice behavior-based interviewing to uncover a candidate’s past performance and behaviors – the single most predictive factor of on the job success. Update the rubrics you use to evaluate candidates. To avoid bias, institute a matrix to assure the skills of each candidate are transparent to decision makers.

Expand Your Knowledge of Abbreviated Terms

Stuck in an endless jumble of jargon? Use websites like AcronymFinder.com in order to more fully grasp the particularities of a search you might not be familiar with. Of course, tools like this are no substitute for knowledge—technology candidates, in particular, say they want recruiters who understand their industry. So use tools like Acronym Finder to fill gaps in your tech knowledge, not to replace them.

Stand out with Video—Expert Tip from Spark Hire

When recruiting IT candidates, you need to craft targeted and personalised messages that stand out in an inbox that’s extremely crowded with pitches from other recruiters. The most successful recruiters are using video in their outbound messages to pique the interest of a candidate and start a conversation.

Get three selfie-style videos together—one from you, another from the hiring manager, and the final one from other developers at the company you’re recruiting for. Weave these videos into your outreach and you’ll see more engagement and better results.


Want more sourcing tips? Read Straight to The Source: Why Candidate Sourcing Matters and Tips For Success for interesting findings on the candidate acquisition landscape and sourcing tips that work.

Sourcing

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Everyone has a mobile device and is on that device for multiple hours each day. Why not build mobile devices into your overall recruitment strategy? 

It’s important to note that when we mention mobile recruitment, we are referring to using a mobile device to access either a native mobile app for your chosen ATS or a web-based version of your ATS. Native apps are ideal as they typically have enhanced functionality in a more stable environment.

The first component of any mobile recruitment workflow is the applicant tracking system (ATS). It’s essential that the ATS can be accessed via a mobile device to allow for work while away from the desk. Without mobile connectivity into the ATS, it becomes difficult to fully implement a mobile recruitment strategy. Once you have a fully integrated mobile recruitment strategy, your team will start to see noticeable gains in productivity and overall efficiency.

Here’s why a mobile recruitment strategy is crucial:

Improve Recruiter Preparedness 

As a recruiter or salesperson, you need to do your job wherever you are, whether that’s at a client site, during your commute, or at home while watching television. Without easy access to your ATS and important data, meeting the needs of your clients or candidates becomes a much more time-consuming task.

With mobile recruitment, you can take your entire database of leads, candidates, contacts, and clients with you. Easily review important details before walking into a client meeting or quickly contact a candidate after that meeting to give them more information about an open role. By having all of your records accessible on your mobile phone, you’re always armed with the latest information if an important contact reaches out while you’re away from the desk. 

Incorporating mobile technology into your recruiter workflow improves overall productivity by enabling you to get work done regardless of if you’re in the office or not. 

Create A Single Source of Truth

How many times have you found yourself leaving a meeting at a client’s office, heading back to your desk, and then immediately moving on to another task while all of the information from that client meeting just fades away? 

With the incorporation of a mobile device into your overall recruiter workflow, you can track and record important details from that client meeting into your ATS from your mobile device so nothing is lost and everything can be reviewed at a later time, by either yourself as a reminder or by a colleague to get up to speed. 

Accessing your ATS via a mobile device also helps creates a single source of truth of important information so everyone on your team has all of the necessary information about a particular record, rather than information living within a notebook, another app on your phone, or somewhere else entirely. With the ability to add information right into the ATS from your phone, you can capture details that might otherwise have been forgotten. 

Increase Engagement with Candidates

Utilising mobile devices as part of your recruitment workflow doesn’t stop with the client-side of the relationship. A key component of any mobile recruitment strategy is incorporating mobile technology in candidate communication, such as text messaging. By having ATS access from your mobile phone, you can easily contact candidates from wherever you are, which in turn will improve the candidate experience. 

Has a candidate ever emailed you a question after business hours or over the weekend? While work/life balance is certainly important, it’s also a value-add for your business to have access to all of the relevant information while away from the desk so you can answer important questions no matter when or where. 

Perhaps a candidate contacts you on Sunday night asking for details about their new job that they’re starting on Monday morning. Without a mobile recruitment strategy, that question may go unanswered until you get to your desk the next day. However, an ATS at your fingertips allows you to leverage all of that important information to help your candidate right away. 


Interested in how Bullhorn can impact your mobile recruitment strategy? Check out Bullhorn Mobile today.

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Four years ago, we launched our inaugural conference in America—Engage Boston—and in doing so we created one of the largest global recruitment industry events to date. Through engaging talent, clients, and leadership, we sought to connect the recruitment industry with innovative tech companies, talented thought leaders, and passionate recruitment peers. Year after year, we come together to discover what the power of people can collectively accomplish. This year, we hosted Bullhorn Live Sydney, our user centric conference focusing on Bullhorn best practices where we saw over 250 recruitment experts come together. We’ve since evolved the event, so in 2020, it’s Sydney’s turn to experience Engage!

Through its evolution in Boston and London, Engage has become a recruitment industry event like no other—it’s the only conference where you can experience the intersection of technology and industry trends that shape the future of recruitment. Engage offers the unique opportunity to immerse yourself in key industry trends, technology innovation, and Bullhorn best practices in order to make the best decisions for your business through a highly personalised experience and one-to-one interactions with ecosystem partners, your agency peers, and Bullhorn experts. Every year, we’ve set out to create a memorable event that offers cutting-edge content, highlights trends in technology and current events, and brings the entire recruitment community together, and we’re excited to bring this experience to the dynamic recruitment audience in Sydney.

On 4th March, 2020 our APAC audience, will have its first opportunity to experience the magic of our Engage conference series. Get prepared for exceptional recruitment content delving into the key trends affecting the industry. Plus a fusion of technology innovations and expert predictions for the future of recruitment. As an attendee, you’ll walk away with not only a deeper understanding of the current recruitment landscape, but also actionable industry content you’ll be able to put into practice immediately.

Get your chance to meet members of Bullhorn’s international leadership team as they travel from our Boston headquarters and London office. For those looking for guidance on how to get the most out of your Bullhorn investment, we offer plenty of opportunities to hear from our team of Bullhorn experts. At Bullhorn Connect, you’ll be able to meet with our local team including customer success, trainers and support to receive individualised technical guidance. Interested in learning about platform extensibility? Our partner ecosystem gives you the choice, confidence, and customisation you need to address the unique challenges of your business. Hear from our incredible partners on how to future-proof your investment and enhance the capability of your platform.

Whether you’re looking for industry trends and thought leadership, insights into technology, inspiration from your peers and colleagues, or the opportunity to elevate your Bullhorn platform to the next level, Engage Sydney 2020 has everything you’re looking for. Engage is truly a one-of-a-kind event, and we can’t wait to bring it down to Sydney! We hope you will join us in 2020 for an unforgettable experience.

Learn more about Engage Sydney and register at https://engage.bullhorn.com/.

REGISTER FOR ENGAGE SYDNEY 2020


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The talent shortage has become a fact of life for recruitment professionals, and it doesn’t appear to be improving anytime soon: 55 percent of surveyed staffing professionals say the shortage is worse now than it was five years ago.

 

 

The good news is that there’s an opportunity for recruitment professionals to do something about it, and change lives in the process. Reskilling—also known as retraining and upskilling—is the process of helping workers turn outmoded skills into ones that are highly applicable to the modern world. By investing in online courses, training academies, and apprenticeship programs, recruitment agencies can transform the careers and lives of candidates, all while filling positions through the creation of newly-qualified talent pools.

Reskilling might seem daunting on the surface, but there are ways for recruitment agencies of all sizes to incorporate retraining and upskilling into their growth strategy. Here are four steps you can take to get started.

1) Evaluate Your Open Reqs

Start with an audit of your open requisitions. What percentage of jobs are in the same skill sets, and what trends can you identify as emerging skills and competencies?

2) Create an Aptitude Translation Chart

Here’s where you put your recruitment skills and your applicant tracking system (ATS) to good use. Map the skills keywords that characterise available candidates from your ATS to jobs for which they may one day be relevant if given proper training. Is a candidate returning from active military duty? He or she may have innate leadership ability, logistical insight, or sales acumen. Continue this exercise across your candidate database.

3) Tap Hidden Talent Pools

Identifying new or hidden talent pools is a crucial skill for any recruitment professional amidst the talent shortage, and it’s also a key component of creating reskilling opportunity. Returning mothers, service members, and candidates with special needs are phenomenal sources of talent and they have been traditionally overlooked. Don’t ignore these groups when you are initiating your reskilling efforts.

4) Invest in Your Talent

 

 

Make no mistake: reskilling is an investment in your agency and an investment in your candidates. By taking on reskilling, you’re educating your candidates to ensure they can be effective in new, highly sought-after roles—and changing lives for the better. As their guide and partner, you have the power to show them that they have the capacity for change and that your clients should trust their pure aptitude to tackle new challenges.

 

Reskilling is an incredible opportunity for your agency and an incredible value proposition for your candidates. Find more reskilling resources on the Bullhorn skills page.


Interested in learning more about reskilling and the other challenges, opportunities, and ideas that will shape the staffing industry in the year ahead? On the Global Recruitment Insights and Data (GRID) site, you’ll find key findings and spotlights on top trends shaping the industry, plus free downloadable resources, like social shareables and powerpoint slides.

 


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Over the past two years, the Recruitment Innovation Exchange (RIX) has strived to spark dialogue and collaboration among some of the most important and influential leaders in the recruitment industry.

Recently, we celebrated the first 100 contributors who have joined RIX to share their insights through thought-provoking discussions and value-added strategies to help you differentiate from the competition. Check out these helpful tips and nuggets of wisdom from our first 100 tenured industry experts.

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