This is the ERE weekly roundup of recruiting news and trends that were following.
Last week, I reached out to our newsletter subscribers with a big question: Who should really own internal mobility? The majority agreed—it’s a job for HR and recruiting. Then yesterday, I posed a follow-up to our LinkedIn followers: At what point does recruiting enter the internal mobility process? Many responses indicated recruiting often steps in even before a requisition is created.
This leads to my next question: what recruiting metrics signal a successful internal mobility hire?
An article on HR Drive recently highlighted the top HR and recruiting analytics, including the Internal Mobility Rate, which tracks how often employees move into new roles within the company. It’s a great indicator of growth opportunities and retention risk. While this metric might not be the go-to for talent acquisition, others—like the Offer Acceptance Rate—can give insights into the effectiveness of internal moves.
Take a look at the LinkedIn post comments to see more perspectives on internal mobility!
According to a recent poll by Resume Genius, 20% of Gen Z job seekers have scored interviews via TikTok. That’s right, TikTok is not just for dance challenges anymore—it’s quickly becoming a go-to platform for job hunting. Here’s how the generations stack up when it comes to landing interviews through TikTok:
Why does this matter? Employers are increasingly turning to social media to assess candidates. This is where your employer branding team can reveal much about the company culture, values, growth, and opportunities.
To read the full report, go to Resume Genius
Recruiters have to build trust all the time – trust with candidates and trust with hiring managers. But today, building trust with AI is becoming the norm. We’re in a new world where AI is transforming HR and recruiting. In his recent article, Marcus Sawyerr breaks it down by highlighting two key types of AI:
But here’s the catch: AI’s effectiveness boils down to trust. Can it meet personal and professional expectations? Does it align with individual values or just corporate goals?
Marcus emphasizes that trust starts with a clear mission, like at Eq.app, where inclusion, innovation, and inspiration drive their purpose. When AI is combined with deep domain expertise—particularly in recruiting—it becomes a powerful tool that still requires human insight to understand people truly.
At the end of the day, the real question is: Can AI be trusted to have your best interests at heart?
At the ERE Recruiting Conference, companies are sharing their transformation and leaning into AI and automation to meet their hiring targets. For example, Chipotle Mexican Grill is shaking up its hiring game with an AI-powered platform developed by Paradox, featuring a virtual assistant called…drumroll please… “Ava Cado.”
Chipotle’s new tech is set to cut hiring time by up to 75% for in-restaurant staff, handling everything from scheduling interviews to answering questions in multiple languages like English, Spanish, French, and German! With over 3,500 locations set to implement the system by October 2024, Chipotle’s HR head, Ilene Eskenazi, says this will let managers focus on running smooth operations and delivering top-notch customer service.
Not to be outdone, 7-Eleven has also joined the AI revolution! Their virtual assistant, Rita, now manages 95% of front-end hiring tasks, slashing the average time-to-hire from over 10 days to less than 3.
You know what’s scary? It’s not Michael Myers or Freddy Krueger. It’s Veritone and Talent Labs’ latest study, “Next Generation of Job Advertising: Strategies for Generating the Best Sourcing Results.” And guess what? Social media is the reigning champ of job ads. Yep, that’s right—traditional job boards are losing their crown, with 76% of companies going straight to LinkedIn to find their next superstar.
Oh, and while we’re at it—if you’re not using programmatic advertising, you’re part of the two-thirds still stuck in the past. But for the savvy one-third who have caught on, they’re optimizing their budgets and reaching candidates by combining it with job distribution strategies.
Meanwhile, Europe is still clinging to old-school job boards on the global stage, Australia’s all about Seek, and the U.S. is going all-in on LinkedIn and programmatic platforms.
Check the link above for the full report.
iCIMS is rolling out expanded GenAI and collaboration features to make hiring easier and faster. Key upgrades include:
These updates aim to speed up the hiring process, boost candidate interactions, and smooth recruitment. iCIMS is setting a new standard in talent acquisition!
Read about the updates here.
Meta has confirmed more layoffs across several teams, including Instagram, WhatsApp, and Reality Labs, as part of its plan to realign resources for long-term goals. Some teams will relocate, and impacted employees may transition to new roles within Meta, but others will receive severance packages and support for alternative opportunities.
But what made this round of layoffs very interesting was the exit of one of its software engineers, Jane Manchun Wong. She is well-known for her work on unreleased features before joining Meta in 2023. She shared her feelings about the layoff on social media, highlighting the emotional toll this process has taken on her and others.
While Meta hasn’t disclosed the exact numbers, this follows substantial workforce reductions over the past two years, with 11,000 roles cut in 2022 and another 10,000 in 2023. As CEO Mark Zuckerberg called it, these efforts reflect a “year of efficiency.”
The Verge was the first to report the layoffs.
