Uncategorized
AI og Recruitment, part 1 of 3: Do You Dare to Be Assessed by a Robot?
One of our bright headhunters has been looking a bit closer on Artificial Intelligence (AI) and what significance it could have for the recruitment industry. We all know that AI is around the corner, but we don’t know what significance this will have for the recruitment industry. Therefore, I will focus on several articles to gain insight in this
AI and Recruitment Part 2 of 3: Ethics Thank You! Do Robots see Candidates as Humans?
The continuation of the artificial intelligence (AI) and recruitment blogpost by one of our headhunters. As mentioned in the last article, the robots use the information that is online to estimate the qualities in a candidate to the best extent possible. However, whether the algorithms used are fair, transparent, and precise has not been investigated sufficiently, which brings ethical and
AI and Recruitment part 3 of 3: How Should We Relate to AI ‘s Future in the Recruitment Industry?
This is the last part about artificial intelligence (AI) and the recruitment industry written by one of our headhunters. Whether the scenario with Job Robot – from the previous article – is a realistic scenario in the nearest future is widely discussed amongst tech skeptics and optimists; however, it is hard to deny that the development does in fact contains
What you should be aware of this when making a video application
The video application/CV has become very popular, and for a good reason. It can be an effective way to capture the recipient’s interest, but it is not always a good idea. Why not? It requires a lot of charisma and energy with a video (we’re talking from experience). It’s not very inspiring to watch a video with a vibe of
Think about your headline on LinkedIn – that’s your first impression
We have gradually given this advice many times: do not write “searching for a job” or “looking for a job in…” or “open to new opportunities” as a headline on your LinkedIn profile. We also don’t recommend that you only write your educational title. Why? Headhunters and HR consultants usually search for specific titles, keywords, or competences you possess. Therefore,
A fast and efficient recruitment process is essential to get the IT specialist
Even if you hired an external partner to conduct the recruitment, you as a decision maker must remember your own role. For example, it is essential to have set aside time in the calendar to meet the profiles that the external partner finds. It is also important to act fast. As an external recruitment partner, we often find that candidates
”Anyone can become a headhunter”
In the upcoming weeks, we at Recruit IT will try to put down 3 myths that are widespread within our profession. In the first short post below, our headhunter, Mia Grodt, will discuss the myth that “Anyone can become a headhunter”. Yes. To headhunt can be exercised without authorization and can even in the strict sense not even be described
Staff Retention – for the benefit of whom?
In the HR Industry it is our philosophy, that we work with people in the center. But what it really means and how we interpret this, can be answered in various ways. However, it is difficult to get around the fact that it is the common idea that dominates the employment market to “retain” employees, because how can the HR
Holiday time = career ideas
When we are on holiday, “we pull the plug”. Some check their emails and answer work calls, while other just completely relax. However, we often think about the start-up when the holiday ends and you must go back to work. As an employee, you can reconsider your job situation, and ask yourself: Are you looking forward to getting back to
Benefits of choosing the less obvious CV
We often hear that it is a good idea to hire a new employee based on the idea of “the whole person” instead of just focusing on their competences; personal competences are increasingly becoming more important. There can be great advantages by choosing a candidate that have been fighting to get where he/she is today, as they can be seen