Often used to measure recruiting efficiency, time to hire is the number of days between first contact with a candidate to the day the candidate accepts the offer.
Workable’s data finds the average time to hire in the US is 24 days (compared to 41 days for time to fill), ranging from 17 days for healthcare roles to 32 days for product management roles.
Although some experts argue reducing time to hire isn’t always beneficial, a recent survey found 52% of recruiters believe a lengthy hiring process is the biggest obstacle to adding headcount.
In today’s competitive talent market, hiring success will depend on intelligently automating and streamlining the recruiting process. Continue reading
LinkedIn’s latest recruiting survey reports 77% of talent acquisition leaders are interested in better recruitment software tools this year.
With hiring up 11% this January and 56% of recruiters who already find the hiring process takes too long, time-constrained recruiting teams need help coping with increased demands.
With the need for speed in mind, here are the 8 best recruitment software tools that speed up your day presented in an infographic.
Stage 1: Resume review
iCIMS reports a resume spends 15% of its time in the applied phase. For every 100 applicants a job posting receives, about 75% get screened out at the resume review stage. Continue reading
A recent LinkedIn survey reports 56% of these talent acquisition leaders predict their hiring volume will increase in 2017. That means recruiting departments need to re-assess their recruiting tools and consider which best recruiting software innovations will help them succeed.
These talent acquisition leaders spend 17% of their recruiting budget on a variety of recruiting software tools.
To help you assess how to spend your recruiting budget, here are the 4 best recruiting software innovations designed to make recruiting more efficient, cost-effective, and competitive.
1. Intelligent resume screening software
Intelligent resume screening is the next generation of resume screening. Continue reading
It’s time to assess our recruiting wins and losses and to look towards the recruiting trends of the new year.
There are three major themes I believe will shape the recruiting trends of 2017.
The improving economy: Recent economic gains have translated to increased job openings going hand in hand with decreased unemployment. These gains have created a candidate-driven market that will make competing for talent even tougher this year.
Innovations in recruitment technology: Hiring volume is predicted to increase in 2017, which means time-constrained recruiters need better tech tools to enable their success. This year, look for advances in recruitment tech that will automate or streamline parts of the recruiting workflow that were previously difficult or impossible to do. Continue reading
Automation in recruitment tech is getting a lot of attention from recruiting experts these days.
Case in point, I recently listened to two podcasts on AI for recruiting and the future of recruitment tech, one on ERE called For Recruiting, Is There Life After Automation? and the other on RecruitingDaily called Don’t Jump: AI Can’t Kill Recruiting.
Both podcasts have some interesting – and similar – takeaways about the future of recruitment tech that I summarize below.
Podcast #1: For Recruiting, Is There Life After Automation?
ERE’s Editor-in-Chief Todd Raphael
Jason Roberts, SVP of Strategy and Standardization at Randstad Sourceright
30 minutes 20 seconds
Todd and Jason discuss machine learning, artificial intelligence, and automation and what they mean for recruiters, recruiting, and the whole hiring process. Continue reading
Every organization’s recruitment process tends to have its own unique spin for attracting, selecting, and hiring candidates.
With hiring volume predicted to increase, but recruiting teams staying the same size or shrinking, investing in recruiting technology that streamlines the recruitment process will be a top priority in 2017.
Here are 4 ways technology can improve every step of the recruitment process.
Step 1: Creating an open req
This first step in a typical recruitment process involves identifying a vacancy in terms of responsibilities, type (e.g., full-time or part-time), and compensation.
This step also includes creating a job description based on the knowledge, experience, and skills required for the job. Continue reading
AI recruitment is the hottest topic in recruiting these days.
AI for recruiting is the application of artificially intelligent abilities such as learning or problem-solving designed to automate some part of the recruiting workflow.
One major reason why AI recruitment is exploding in popularity are the competing pressures of hiring volume increasing at the same time as recruiting teams staying the same size or decreasing.
This means talent acquisition leaders are looking for ways to streamline or automate their recruiting teams’ workflow.
To give you an idea of what an automated workflow looks like for recruiting, specifically for high-volume recruitment, we created the infographic below. Continue reading
You know AI for recruiting is hot when Google enters the game: Google just announced their entry into the arena with Google Cloud Jobs API, which is basically AI for job search.
Here are 4 things you need to know about the Google Cloud Jobs API.
1. What does the Google Cloud Jobs API do?
According to Google’s Data Science team, their Cloud Jobs API, “understands the nuances of job titles, descriptions, skills and preferences, and matches job seeker preferences with relevant job listings.”
It does this by figuring out the job title and skills a job seeker enters in his or her job search query. Continue reading
Stay on top of Talent Acquisition’s latest innovations (in 60 seconds or less)!
Today’s hot topic: Resume screening
using artificial intelligence.
AI for recruiting has been making headlines lately—but what does it actually mean? We’re taking a look at just one of the real-life uses that could change the way you screen, interview, and hire.
Manually screening resumes is tedious, tiresome work, especially when 75% – 88% of resumes received are unqualified. Furthermore, manually screening resumes often lacks standardization and can fall prey to unconscious biases.
Artificial intelligence that auto-screens thousands of resumes in minutes.
Candidates are screened with near perfect accuracy and presented to the hiring manager in order of interview priority. Continue reading