What differences in hiring practices have you observed betwe...

applicant tracking systems (called “ATS”) - gets applicants to do more of the form-filling themselves, automatically disqualifies people based on pre-determined criteria

Smaller businesses focus on cover letters, phone calls with applicants, and more subjective interactions. On a broad level, smaller businesses are quick to hire, slow to fire. Larger ones are slow to hire, quicker to fire.

assessment tools (quizzes, etc) - this helps score candidates more objectively so that recruiters can only focus on the high ranking people

I’m wondering about attachment and transference with the therapist and the idea of escape and fantasy? How much do you think your strong feelings, constant thoughts, desires to be with your therapist are a way to escape from your present life? I wonder if the transference serves another purpose than to show us our wounds and/or past experiences, but is a present coping strategy for managing what we don’t want to face (even if unconsciously) in the present—-current relationships, life circumstances, etc. Can anyone relate to this concept of escape in relation to their therapy relationship? How does this play out for you?

These include

AI screening of resumes - also used to speed up the disqualification process

social media recruiting tools - helps short-list people based on topics and areas of interest

What are some innovative business ideas for leveraging AI in 2024?

The percentages of applicants to actual hires vary widely between Fortune 100 and small businesses. As a result, larger companies are forced to use more tools and systems to help automate the process of finding the best fit.

What differences in hiring practices have you observed between Fortune 100 companies and smaller companies?

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