The following is a reflection of the 'Gender, AI & the Global Job Market' Webinar. If you'd like to watch (or re-watch) the recording, you can find it here.‍

Screenloop's co-founder, Anton Boner, recently hosted an insightful webinar with esteemed panelists Hung Lee (Industry Expert & Founder of Recruiting Brainfood), Sophie Garrard (Head of Talent @ Beauty Pie), Louisa Amott (CHRO at Colorado Coalition for the Homeless & Founder of Luma Talent), and Kristian Bright (Recruitment Lead at Rooser). Together, they explored pivotal data points and discussions around the rapidly evolving world of recruitment, leveraging Screenloop's proprietary data.

First, a Quick Recap

A surge of 122% in AI & ChatGPT topics in interviews observed in the recent six months.

The Rise of AI & ChatGPT in Interviews

The integration of AI and ChatGPT into recruitment has been dramatic, as evident from the whopping 122% spike. Kristian noted the inevitable rise, drawing a parallel with email: "I do think it will come a point where it's used as frequently as, like, email." While Hung highlighted the necessity for recruiters to adapt, mentioning, "If recruiters aren't using it, guess what? Candidates definitely are." Sophie illustrated this with a telling anecdote about identical responses from ChatGPT in applications.

A surge of 44.1% in applicants per role over the past six months.

The Surge in Applicants

This section delved deep into the challenges of managing overwhelming numbers of applications. Sophie depicted the struggle firsthand: "We've had a 24% increase in the amount of candidates year on year, and that's with a 25% drop in the amount of roles we've got open. Our talent team has also halved in the last six months. We're just trying to be as open and honest with candidates as possible." Hung spoke about the negative ripple effects this could cause in the candidate experience due to capacity issues.

A 16% drop in 'currently employed' job seekers in the last three months

A Cautious Job Market

Hung's interpretation suggested a risk-averse behaviour, stating, "They observe the market being particularly challenging." This sentiment was further echoed by Kristian and Sophie, while Louisa highlighted the importance of understanding and empathy in such circumstances.

17% more female candidates go through an additional interview stage compared to their male peers for equivalent roles.

Gender Disparity in Interviews

The panelists delved into the intricacies of gender bias in interview stages. Louisa emphasised the persistence of interview biases, while Kristian and Hung urged for clarity in the hiring decision-making process. Sophie's perspective from a female-led business and her shock at the industry trend was particularly revealing.

When a male interviewer interviews a female candidate, their talk ratio goes up by 9%.

Dynamics of Male Interviewers with Female Candidates

This statistic opened up a critical discussion on the inherent dynamics and biases during interviews. Kristian pointed towards a potential lack of awareness and training among interviewers. Louisa and Sophie stressed the importance of being comfortable with silence during interviews. Sophie further explored the challenges brought on by virtual interviewing, while Hung touched upon the unique nature of interviews.

Summary: The webinar, rich with data-driven insights, showcased the nuances of the global job market and the challenges in recruitment. It emphasised the importance of awareness, training, and active efforts to ensure fairness and effectiveness in the hiring process. As talent and recruitment professionals navigate this evolving landscape, such discussions provide invaluable perspectives to refine strategies and foster inclusivity.

Growing Prevalence of AI & ChatGPT in Modern Recruitment Practices

Over the last six months, there's been a notable 122% increase in the mention and discussion of AI & ChatGPT topics during interviews, when compared to the prior six months. This surge is reflective of the rapid advancements in AI technologies and the permeation of ChatGPT in various professional domains.

Emerging as a Staple in Modern Communication: Kristian Bright draws a comparison to the ubiquity of email, anticipating a similar trajectory for ChatGPT. He remarks, "I do think it will come a point where it's used as frequently as, like, email." His perspective aligns with the growing acceptance and integration of AI-powered communication tools in professional settings.

Candidates and ChatGPT: Hung Lee adds another dimension to the discussion by pointing out that if recruiters aren't adapting and leveraging this tool, they might be lagging behind the candidates themselves. "If recruiters aren't using it, guess what? Candidates definitely are," he observes. This highlights the critical importance for recruiters to stay updated and be well-versed in the tools that candidates are already employing.

Real-World Observations from Beauty Pie: Sophie offers an enlightening anecdote from her own experience at Beauty Pie. She recounts how they began to observe a repetitive trend in one of their application questions: "Why do you want to work at Beauty Pie?" Surprisingly, a large number of candidates provided an identical response. Curious about the similarity, they posed the same question to ChatGPT and received the exact answer that many candidates had submitted. This revelation underscores the extent to which candidates might be relying on AI tools, like ChatGPT, during the application process.

The significant increase in the discussions around AI & ChatGPT during interviews signifies more than just the popularity of the technology; it sheds light on its implications in recruitment and hiring processes. As AI continues to shape candidate behaviour and their approach to applications, it's paramount for recruiters to understand, adapt, and, where necessary, innovate in response to these shifts.

Handling the Surge in Applicants: A Deep Dive into Recruitment Challenges

The competitive job market is seeing a pronounced surge in the number of applicants for open roles. Recent data points to a staggering 44.1% increase in applicants per role over the past six months. This influx presents multifaceted challenges for recruiters and organizations, impacting both the recruitment process and the candidate experience.

An Imbalanced Equation: Sophie from the recruitment team shares firsthand insights on this dynamic. "We've seen a 24% increase in the amount of candidates year on year," she states, adding, "and this is with a 25% drop in the number of roles we have open." The intensified competition for roles combined with fewer available positions creates a bottleneck in the recruitment pipeline. Additionally, as Sophie notes, the challenges become even more pronounced when organizations are operating with leaner teams: "Our talent team has halved in the last six months, making it a significant challenge to manage these applications."

Adaptive Strategies: With the sheer volume of applications, recruiters are compelled to innovate. "We're rolling our job ads," Sophie mentions. "Keeping them open for five days, then clearing down the apps before reopening them." Such strategies become essential when dealing with an overwhelming "500 applications at any one point." However, amidst these adjustments, ensuring a positive candidate experience remains pivotal. Sophie emphasises the need for clear communication: "We're just trying to be as open and honest with candidates as possible, automating responses, ensuring correct communication, and keeping people updated."

The Underlying Challenge of Capacity: One of the fundamental issues exacerbating the surge in applicants is what Hung Lee identifies as "capacity issues." According to Lee, "It's very difficult for recruiters to estimate the applicant flow rate." Without a robust system to handle this influx, the result can be a mounting number of disappointed applicants. When candidates feel overlooked or undervalued, the potential for negative feedback, both offline and online, increases dramatically.

A Real-World Illustration: To drive this point home, Lee recounts a telling anecdote. A recruiter acquaintance of his casually mentioned on LinkedIn that she was hiring for a certain role. Quickly, an applicant responded, visibly frustrated. The comment read something along the lines of: "I've already applied for the job. I've also DM'd you and you haven't responded to my Slack message either." This was followed by a long diatribe that laid bare the applicant's exasperation. Lee reflects on this incident, noting how it captures the sentiment of many applicants in today's job market: "Not only can you not handle the volume of candidates, but each candidate gets more irate. So, they may actually increase their chasing of you. And then that doubles the amount of effort. It can very much be a vicious circle that can spiral out of control."

The anecdote shared by Lee underscores the delicate balance that recruiters must maintain in this surging job market. It's not just about managing the volume but also understanding and addressing the emotional and communicative aspects of the recruitment process. The need for transparent, timely, and empathetic communication becomes more vital than ever in preventing such scenarios and ensuring a positive candidate experience.

The significant surge in applicants is more than just a statistic; it's a testament to the evolving dynamics of the job market and the pressing need for organizations to adapt. Ensuring a streamlined recruitment process, paired with transparent and empathetic communication, becomes imperative to navigate this surge effectively and maintain a positive candidate experience.

A Cautious Job Market: Delving into the Current Job Seeker Sentiments

As the global job market evolves, certain trends offer a glimpse into the current sentiments and behaviours of job seekers. One notable observation from Screenloop's latest proprietary data is the 16% drop in applications from those who are 'currently employed' over the last three months. This statistic sheds light on a potentially conservative stance taken by the presently employed demographic. But what might be driving this trend?

Risk Aversion Amidst Uncertainty: Hung Lee suggests that the decline may be indicative of a heightened sense of risk aversion among those currently holding positions. As many professionals observe the challenges and unpredictability of the job market, they seem to prefer the security of their current roles. "There's a lot of risk aversion amongst people that currently have work," Hung notes, adding that many might be thinking, "I'm going to sit tight here until things improve."

Prospects Vs. Candidates: Kristian sheds light on the distinction between prospects and candidates. While there may be a decline in active applications, this doesn't mean that these individuals are not open to potential opportunities. Many might be more receptive to conversations with recruiters, essentially "hedging their bets" without actively taking the plunge.

Hiring Manager Biases: Sophie highlights an often overlooked angle: the biases and perceptions of hiring managers. When hiring managers encounter CVs of candidates who've been unemployed for an extended period, there might be inherent biases affecting their judgment. Hiring managers might question, "Why have they not had a role in the last six months?" Educating hiring managers to navigate and overcome these biases, especially in the current job market, is crucial.

Tactics Adopted by Job Seekers: Louisa Amott observes an intriguing strategy adopted by some candidates. To circumvent potential biases, candidates might mask employment gaps on their resumes, only addressing them if they secure an interview. Hung Lee adds another layer to this discussion, pointing out that certain tactics, like updating employment end dates, might also influence a candidate's visibility on platforms like LinkedIn.

In conclusion, the recent drop in applications from the currently employed indicates more than just a number. It’s a reflection of the broader sentiments, strategies, and challenges both job seekers and hiring professionals face in a volatile market. As the world of work continues to change, understanding these nuances is vital for recruiters, hiring managers, and organisations at large.

Gender Disparity in Interviews: A Deep Dive into Representation and Bias

The topic of gender disparity in the professional world has long been a subject of intense discussion and debate. One area where this disparity becomes particularly evident is in the interview process. Data from Screenloop's latest research provides a stark reminder of the ongoing challenges faced by certain demographics. Specifically, the data shows 17% more female candidates are subjected to an additional interview stage compared to their male counterparts for equivalent roles. But what are the underlying factors contributing to this trend?

Unconscious Bias and its Role: One of the primary drivers behind this disparity could be deeply ingrained biases.  Louisa sheds light on the nature of these ingrained perceptions. She notes, "Hiring manager training or leadership development is about actually making sure that they're aware of these types of issues and that everyone, regardless of who you are in the world, where you are in an interview process, there's always some kind of unconscious bias... it's an active practice to remove that." This highlights the need for continuous education and self-awareness in hiring teams. Despite conscious efforts, interviewers might unintentionally lean towards candidates who reflect their own experiences or backgrounds. This unconscious bias can often skew the perception of a candidate's capabilities based purely on gender.

Accountability and Education: Kristian emphasises the importance of both awareness and accountability in this context. He states, "It's the education piece to build awareness and then it's the structure and the system to actually hold each other accountable as well. But you've got to hold each other accountable and like, you know, doing the debriefs after an interview process and people sharing their feedback, it's down to whoever it needs to be as well to call it out and go, hey, is that valid?" This underscores the significance of collective responsibility in ensuring fairness in hiring.

Addressing the Disparity: The first step towards rectifying this imbalance is acknowledgment. Organizations need to actively review their hiring processes, seeking potential biases and implementing strategies to mitigate them. Beyond acknowledgment, organizations must actively address these biases. Techniques like blind recruitment, diverse interview panels, and comprehensive training for interviewers are all effective ways to ensure a more equitable interview process. Regular training sessions, dedicated workshops on recognising and combating biases, and establishing clear protocols for the interview process are steps in the right direction. Additionally, the emphasis on feedback post-interviews, as highlighted by Kristian, can be pivotal in checking and correcting unintentional biases.

In conclusion, the disparities in the interview process are not merely statistics but are indicative of the larger systemic issues at play. Organizations and hiring teams have the onus to recognise these challenges and actively work towards building a more equitable recruitment process.

The Underlying Dynamics When Male Interviewers Engage Female Candidates

The intricacies of the interview process often go beyond the mere exchange of questions and answers. Screenloop's recent analysis sheds light on an intriguing pattern: when a male interviewer interviews a female candidate, their talk ratio increases by 9%. This insight led to a deeper examination of the dynamics and underlying causes during the panel discussion.

Gender Dynamics and Prevalent Stereotypes: Hung Lee's analysis ties the data to the prevailing societal norm where men often inadvertently speak over women. He acknowledges that, while this observation might not surprise many, the concrete data is still alarming. While many might find this observation resonant with their experiences, the data's empirical evidence reinforces the importance of addressing it.

The Imperative of Proper Training: Kristian Bright sheds light on the potential unconscious nature of these tendencies. As he insightfully puts it, "I would imagine a lot of people who do this aren't even aware that they're doing it. They probably don't even realise it." He underscores the critical role of effective training in creating awareness among interviewers and fostering better communication habits. This aligns with his point on the importance of structured onboarding: "How do you train and onboard interviewers, especially when they are new to your company?"

Embracing Silence: The value of comfortable silences in interviews is emphasized by both Louisa Amott and Sophie Garrard. Such moments can serve as a prompt for interviewees to share more, offering a clearer window into their skills and persona, ensuring that the conversation remains balanced.

Virtual Interview Challenges: Sophie Garrard touches upon the recent pivot to virtual interview platforms like Zoom. She highlights that the unfamiliarity with these platforms can sometimes cause both interviewers and candidates to overcompensate, inadvertently leading to imbalances in conversation dynamics.

Nature of Interviews and Empathy: Wrapping up the discussion, Hung Lee reflects on the peculiar setting of interviews—where two individuals, often strangers, engage in a potentially profound dialogue. Given the intermittent nature of interviews for many, he advocates for a blend of empathy and understanding while interpreting such data.

In conclusion, recognising these patterns and nuances within the interviewing landscape is vital. With awareness, enhanced training, and cultivating a balanced conversation, the interview process can be fine-tuned to ensure fairness and efficiency for all involved.

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For the full Pulse Q3 2023 Report (with even more insights), download here.