Importance of Building a Great Recruiting Team - Spark Hire

Importance of Building a Great Recruiting Team - Spark HireFor any staffing agency starting out or first-time recruiter, one of the keys to industry success is buildinga great recruiting team.There are 7 steps that will help you to build an unstoppable recruiting team. Step 1 Determine the Recruiting GoalsWhat are your recruiting goals? Are you recruiting for a specific industry or are you recruiting for any industry and position? Will you focus on temporary distribution policyment or permanent placements? Each of these questions will help you to define not only your recruiting goals but also type of processes, systems, and people you need to have in place on your team.When there is a clear defined recruiting goal, everyone understands what the end result needs to be.Step 2 Develop Good SystemsIt is important to have good systems in place for your recruiting team. A recruiting database that will store client and candidate information is a huge resource to any recruiter.The ability to easily search for candidates, document historical notes, and upload resumes and other documents is something that will allow your team to recruit with ease.Step 3 Establish a Rewarding Compensation PlanYou can hire the best recruiters in the world, but if your compensation plan is not rewarding they will leave. Research compensation plans in your industry. What are other recruiting agencies doing and how can you do it better?Think about ways you can offer higher compensation for recruiters based on individual performance as well as team performance.Step 4 Hire the Right PlayersWhen you have the right goals, systems, and compensation plans in place you will have a better chance at hiring and retaining top recruiters. However, if you hire the wrong players you will fail.Hire for culture fit and attitude. Team players are a must if you want to have a top recruiting team.When you have recruiters who share knowledge and insight, you have a solid team. Look for team players who are d riven to succeed while keeping your company culture in mind.Step 5 Hold the Team AccountableAlways hold your team accountable as a whole and as individuals. Make koranvers that you have a way to track the team and each recruiters numbers.If you want to maintain accountability on your team everyone will need to know their individual numbers and team numbers in order to understand where they are excelling and where they can improve.Its a good idea to track calls, interviews, submissions, and placements. Each of these numbers will show how your team is successful and where they can improve when unsuccessful.Step 6 Always CommunicateCommunication is key to a great recruiting team. Daily huddles with the team to discuss priorities and stucks are important for your team to be successful.In addition, weekly huddles with individual team players is important in order to review and provide help where needed.When you have constant and clear communication, your players know where they stand a nd what is expected.Step 7 Always Provide TrainingTraining never stops. If you want to have the best recruiting team, you will provide continuous training whether it is internal or external training. Make sure that your team is always learning something new and always working towards improvement.Consider having subject matter experts on your team. For example, if someone on your team really enjoys learning databases perhaps they would enjoy sharing with your team the techniques learned within your recruiting database.Keep an open mind and always ask your team what they would like to learn about.

This algorithm can accurately predict when patients are going to die

This algorithm can accurately predict when patients are going to dieThis algorithm can accurately predict when patients are going to dieCan you teach an algorithm to know when you are most likely to die? One Stanford University research team is answering yes, reporting in a new paper that they have taught an algorithm to predict patient mortality with startlingly high accuracy.Having an algorithm know your expiration date can sound like a dystopian concept, but the Stanford researchers said that they created the algorithm to benefit patients and doctors by improving the end-of-life care for ill patients. The researchers cited past studies that found the overwhelming majority of Americans would prefer to spend their last days at home if possible, but only 20% get that wish realized. Instead of getting to spend their final days at home, up to 60% of patients spend their last days in the hospital receiving aggressive medical treatments.Looking for an inspiring way to start your day? Sig n up forMorning MotivationIts our friendly Facebook robot that will send you a quick note every weekday morning to help you start strong. Sign uphereby clicking Get StartedBy creating a deep learning algorithm to predict patient mortality, doctors can better inform patients about their end-of-life options before it is too late, allowing mora patients to get their spiritual and cultural final wishes met, the paper argues.Research Theres an algorithm that can predict patient mortality for critically ill patientsTo train itself and make its predictions, the algorithm was given the electronic health records of about 2 million patients from two hospitals between 1995 and 2014. From there, the researchers identified around 200,000 patients suitable to be studied, and selected a smaller group of 40,000 patient case studies to be analyzed. The algorithm was then given the following marching order Given a patient and a date, predict the mortality of that patient within 12 months from that da te.Related from LaddersNew study This is the one email mistake thats unforgivable (dont let t happen to you)6 things not to say in a job interviewThese are the 9 most annoying phrases people use at work, according to a new surveyThe results were highly accurate.Nine out of 10 patients died within the 3-12 month window the algorithm predicted they would die in.Relax, doctors wont be losing their jobs to machinesBut the algorithm is not going to be replacing doctors anytime soon. The algorithm could only predict when selected patients were going to die, but not why or how. The scale of data available allowed us to build an all-cause mortality prediction model, instead of being disease or demographic specific, Anand Avati, a PhD candidate at Stanfords AI Lab and one of the authors of the paper, said.For palliative care physicians, the algorithms focus on the timeline is still useful since their work focuses beyond the initial patient diagnosis and why someone is sick. If patients are t old about their mortality after the three-month window, its too late to start proper end-of-life care, while being told more than a year out is too early to prepare for palliative care.But more and more professionals need to learn to work with AIThe researchers said that doctors are still needed to fairly interpret the algorithms probability scores for both ethical and medical reasons. We think that keeping a doctor in the loop and thinking of this as machine learning plusthe doctor is the way to go as opposed to blindly doing medical interventions based on algorithms, Kenneth Jung,one of the authors of the paper,said.Commenting on the AI-based systems power,physician Siddhartha Mukherjee said, Like a child who learns to ride a bicycle by trial and error and, asked to articulate the rules that enable bicycle riding, simply shrugs her shoulders and sails away, the algorithm looks vacantly at us when we ask, Why? It is, like death, another black box.