Are you getting talent acquisition wrong?
Effective talent acquisition is about getting qualified candidates in front of decision-makers relatively quickly, but for various reasons this just isn’t happening.
Many studies indicate over 60% of applicants to a given job aren’t qualified.
Understanding the “why” of less-than-optimal talent acquisition is more nuanced, but here’s one place you can start. In a survey of 1,500 recruiters and hiring managers, their biggest turnoff about the hiring process was the time it takes to screen irrelevant resumes.
In fact, 43% of recruiters said they would “black list” those candidates from other roles in their ATS. Continue reading
Retail is making headlines again: While Toys R Us filed for bankruptcy recently, Target announced plans to hire 100,000 holiday workers, up 40% from last year.
As one of the first retailers to announce their hiring plans for the 2017 holiday season, Target’s hiring plans hint that retail sales are expected to grow this year.
It’s not just Target that’s increasing their hiring, Indeed reports a 34% increase in seasonal job postings compared to last year from retailers such as Amazon, Best Buy, and Macy’s.
According to industry experts, the rise in hiring in-store associates is being driven by the desire to improve the brick-and-mortar shopping experience. Continue reading
Industry heavyweight Andrew Ng calls AI the new electricity that will transform every industry.
In recruiting, companies like Indigo and Hot Topic are already using AI for their high-volume hiring.
Looking to learn more about AI? Watch our video below:
So what are the transformative benefits of AI in hiring? I list the top 4 benefits below.
1. Reducing time to hire
A recent survey of talent acquisition professionals by Talent Tech Labs found 62% consider time to hire as the top recruiting success metric.
Source: Talent Tech Labs
If speeding up your hiring process is important, AI in hiring makes a lot of sense. Continue reading
This week, I was thrilled to be invited as a guest on CBC’s Metro Morning with Matt Galloway, Toronto’s leading morning radio show.
I discuss how AI is being used to recruit diverse candidates by eliminating hiring bias that can result from screening resumes.
Other conversational points include the impact of unconscious bias training, whether blind hiring is enough, and how to prevent AI from replicating human bias.
Take a listen and let me know what you think!
Optimize Your Hiring Using AI Continue reading
Learn Ideal’s story from Co-founders Somen Mondal and Shaun Ricci, and Director of Marketing Kayla Kozan, who share some of the benefits customers are enjoying from using our AI for recruiting:
Specifically, how recruiters are using Ideal to:
Reduce time to fill from 34 days to 9 days
Reduce cost per hire by 70%
Increase their efficiency by 4X
Optimize Your Hiring Using AI Continue reading
The role that AI plays in diversity in recruitment is still being debated.
Critics of AI are worried it will replicate human biases that already exist. Supporters believe AI can help us avoid unconscious bias and increase diversity in recruitment.
I’m biased (of course), but I’m a supporter of using AI in recruiting.
Here’s why: knowing AI has the potential to replicate an existing bias means we can monitor for it. And if a bias does occur, we know how to remove it.
Here are 4 promising ways in which AI is being used to help diversity in recruitment.
1. Continue reading
Candidate engagement has become a big topic in talent acquisition recently.
Although there isn’t an official definition, candidate engagement generally refers to how responsive candidates are and how well they feel they were treated during the recruiting process.
In various surveys, the majority of job seekers – around 60% – have indicated they received poor treatment during their job search.
A CareerBuilder survey found when job seekers have a bad candidate experience, 42% of them would never apply to that company again and 22% said they would tell other candidates not to work at that company.
With competition for talent tougher than ever, candidate engagement matters. Continue reading
With today’s tighter labour market, candidate experience has become increasingly important to attract talent. Will the next wave of recruiting involve the use of a recruitment chatbot?
Randstad found 82% of job seekers believe the ideal recruiter interaction is a mix between innovative technology and personal, human interaction.
Watch our video on how recruitment chatbots are changing the hiring process:
Workopolis found 43% of candidates never hear back from a company after one touchpoint.
This applicant black hole is a problem because over time it will weaken your employer brand. If prospective employees hear from their friends and colleagues that your hiring process is generally unresponsive, some of the best candidates may simply not apply. Continue reading
The war for talent has pushed the focus onto the candidate experience. A big part of candidate experience is candidate messaging.
The “candidate as consumer” mindset combined with the rise of AI and automation has led to a lot of recruiting tech investment for candidate messaging.
Here are 10 stats about candidate messaging that recruiters need to know summarized in an infographic.
Candidate messaging stat #1
Job seekers seem to welcome the development of AI and chatbots.
A recent survey by Allegis found:
58% of candidates are comfortable interacting with AI for initial questioning in the application process
66% are comfortable interacting with AI and chatbots for interviewing scheduling and preparation
Candidate messaging stat #2
The quest to attract and win over candidates is fundamentally changing the application process to become mobile-first. Continue reading
Industry predictions that single-vendor HRM systems were going to be the norm have failed to materialize.
As Lever’s Leela Srinivasan notes, “No one player is best-of-breed at everything” and this has created an ATS tech space that’s much more integrative.
Today, it’s much more common for recruiting teams to have an applicant tracking system as their base software and then choosing add-ons from a marketplace of complementary recruiting tools.
As the ATS is gradually becoming an end-to-end attraction and acquisition platform, there are multiple tech stacks needed in talent acquisition.
By Tim Sackett’s count, there are 22 different tech verticals including CRMs, interviewing tools, candidate communication tools, and sourcing tools. Continue reading