Maggie Lyall

With an extensive background in both general and recruitment advertising, Maggie Lyall has worked on employment branding and career sites for numerous NAS clients. She has a degree from Miami University in Oxford, Ohio.

Recent Posts

You can’t hide from AI

Topics: recruitment strategies, AI

Posted by Maggie Lyall on May 8, 2019 9:31:03 AM

AI_Blog_Header

Where Does AI Fit in the Recruitment Process?

Manually screening resumes. Answering basic questions. Scheduling interviews. These are all tasks that busy HR professionals would be happy to hand over to someone else, even if that someone isn’t a person at all.

Welcome, AI!

According to ideal.com, this emerging facet of HR technology is designed to reduce—or even remove—those time-consuming activities that back up the hiring process by as long as several months. And accurately screening resumes is a crucial step, since identifying the right candidates in a sea of resumes is often an overwhelming and time-consuming job.

But that’s just the beginning. Not only does Artificial Intelligence (AI) significantly cut down the time it takes to find quality people, it reduces human bias (also known as the “gut feelings” of the hiring manager). Some thoughts you don’t want to cross your mind, but could…Is the applicant a graduate of your college? Bonus points for her! Did he belong to your fraternity? Must be a great guy! You get the picture.

Read More

6 Tips for Hiring Top Entry-Level Talent

Topics: recruitment strategies, entry-level hiring

Posted by Maggie Lyall on Mar 7, 2019 9:00:00 AM

EntryLevel_Blog_Header

In today’s competitive world of recruiting top talent, hiring entry-level employees is often a task that’s not assigned a high priority. Hiring managers know it’s something they have to do, but they don’t necessarily have a plan in place to attract and retain the best candidates. Here are 6 tips that will help you find the talent you need—and potentially make a stand-out hire that will stay with your company for many years to come.

1. First, sell candidates on what your company can do for them. While you’re busy assessing candidates’ skills, they’re looking at your company and imagining if they can see themselves as part of the team several years down the road. Do they agree with your company’s values and mission statement? Do you offer enough challenge, opportunity, and growth? Is it worth their investment as well as yours? Don’t just assume these new hires are only interested in staying with the company for a year until they learn the ropes; they may turn out to be valuable employees with fresh ideas and new ways of approaching your business.

Read More