Clous

If you are a recruiter, you have probably been told to use chatGPT. That you will save productivity hours and "streamline" your hiring process. You’ve probably heard HR gurus talk about AI and seen experts share prompts. And they’re right, AI is here to stay. But if you’ve tried chatGPT, probably the answers were far from what you expected. That’s why we’ve trained Clous Peer for recruiters, so you can forget prompts. Use natural language as if you were talking to another colleague. Ask for: 📑 Job descriptions 📩 Candidate emails ❓ Interview questions And don’t let your interim fool you again!  Try Clous Peer: https://beta.clous.app/

🛻 As simple as picking up and dragging candidates to move them from one stage to another. And the best part? You don't even need to change them manually, but that's a story for another day 🤫 We leave you the link to the Clous newsletter in the comments, so that you don't miss out on Clous' progress.

🛻 As simple as picking up and dragging candidates to move them from one stage to another. And the best part? You don't even need to change them manually, but that's a story for another day 🤫 We leave you the link to the Clous newsletter in the comments, so that you don't miss out on Clous' progress.

📈 Your hiring data is one of the most relevant assets for a organization. But they are rarely taken advantage of. Either because they are scattered over various platforms or because the analysis of these data is complex. In the hiring process, the two are often combined. After months of research and development we have solved the problem of hiring data, in this essay we explain how your data is used in Clous. 🔗 Here is the link to Substack: https://lnkd.in/dYtBQK3M

Workers no longer want to work? Is there really a talent scarcity? Let's find out. This is the Ep. 02 of HRevolution. Suscribe to our newsletter to learn more about the hiring process and the labour market. #Hiringprocess #Hiringteams #Qualifiedcandidates

Mi mayor error en estos casi 20 meses de Clous ha sido pensar en pequeño sobre el producto. Que no me culpo del todo eh. Cuando empezamos a hacer pruebas con la IA en Octubre 2023, la IA tardaba ~46-52 segundos en darnos una respuesta. Algo inaceptable! Inciso: hemos perdido 6 meses de trabajo porque estuvimos desarrollando tecnología de una manera que con GPT-4o nos dejó obsoletos (hacíamos fine-tuning y ya no es necesario). Para darte contexto, nuestro MVP era crear descripciones de trabajo mejor que ChatGPT, combinado con que podías publicarlas para no parecer un 'wrapper'. Una idea demasiado pequeña. Así que te comento cuál es la 'gran idea' ahora (no te creas la mitad de lo que te digo): · De ATS a CRM (Candidate Relationship Management) - llevamos ya un tiempo explorando la promoción interna, los programas de referidos de candidatos y el concepto de 'candidatos recurrentes'. · Workforce Intelligence - hay una desconexión brutal entre lo que la empresa necesita y lo que el 'team manager' de turno dice que necesita. Hay que evitar contratar sin necesidad, porque después sale caro tanto a la empresa como al candidato. · Data Analytics que lo entiendan hasta gente no técnica, acercando los datos a todo profesional de RRHH sin tener que hacer un máster de People Analytics para poder tomar mejores decisiones. Muchos nos han dicho que NO. Pero nosotros también hemos dicho NO a muchas cosas que nos parecen ridículas, sin fundamento u obsoletas, como: · Transcribir entrevistas - hace 3 meses Google Meets y todas las plataformas de videollamadas ya lo tienen implementado. · Multi-posting - de verdad la gente paga más a su ATS para después poder pagar más a Linkedin por publicar ofertas? Demasiada fricción, y todo el presupuesto se esfuma en anuncios. · Integraciones - es muy fácil de hacerlas. No tiene defensibilidad ninguna. Y es de lo más caro de mantener a nivel técnico. Me gusta 'inventar', a veces demasiado. Me invento nombres para todo, con la excusa de que hacen 'branding. Y a nivel técnico estoy disfrutando como niño, que haré una publicación más extensa pero te lo resumo con: · CDQO - Continuous Data Quality Optimization · Arquitectura de Datos Líquida · AI systems vs AI agents Y vamos a hacer open-source de los 'datasets' que utilizamos para hacer fine-tuning. Fundador, si me escuchas (o lees), piensa más grande. PD: hemos implementado recomendaciones basadas en las últimas acciones que ha hecho el usuario en la plataforma 🤗 #buildinpublic #hrtech #hiringtech

In-person interviews is a thing of the past but also of the future. There is a big difference between the two, but the core values in hiring remain the same.  📰✏️ From job boards to AI. What's new in the hiring process: AI might be reading your resume before a human does Social media presence is a must for candidates and teams Your smartphone is now your job-hunting sidekick 🔗 In the comments there is a link to read the full article #Hiringprocess #Hiringintelligence #Talentpipeline

Now when the Olympic Games are over, the hiring games begin. Sho should be on the podium of your hiring team ? In this first edition, there are four disciplines to compete in: - 📊 Hiring Data Analysis: To what level are you able to use hiring data to . If you want to win the Gold you should read his book Excelence in People analytics David Green 🇺🇦 - 👩🏽💻 Remote Interviewing: Many say it's a skill you either have or you don't, we and Kris Dunn believe it can be improved. - 🕹 Candidate Screening: All hiring teams fight, only a few win. The ones that win follow Alessia Giannetti. - 🔈 Employer Branding: Many think it's about making noise, but only a few know that things well done have ECO. Alba González Vilches is undoubtedly one of them.  Leave in comments which discipline we can include in the next edition ⬇️

Today is International Youth Day, but is there enough reason to celebrate? Let's have a look: In 🇪🇸: - The youth unemployment rate is the highest in Europe. - Temporary employment affects 45% of employees under 30 years old. - The sectors with the highest youth employment have the lowest salaries: Commerce and Hotels and Restaurants. Things worth 🎊: - Rise of young tech entrepreneurs - Work-life balance by flag - Increasing employment opportunities in emerging sectors: Our team is young. We know first-hand the challenges and we want to help everyone have their chance. Write to [email protected] if you are looking for a job and we will help you get it! Source: elEconomista

In the first edition we talk about how much candidates hate AI - at least the ones we talked to. Candidates don't want to chat with an AI bot to apply to a job. They want easy-to-fill forms! To make it easier for candidates, employer brands should think about what information is really necessary. There's no point in getting all the information from an internship they did 10 years ago. Talent is changing, both their mindset and their behaviour. Companies need to adapt to that change. But AI might not be the solution. After all, why introduce an AI that replaces candidate-recruiter communications? See you on the next article 🤗 #hrevolution #clous #hrnewsletter