With AI’s growing adoption, recruiters are enjoying the clear benefits of the increased efficiency provided by intelligent automation.
However, AI continues to capture the attention of recruiting professionals for another major reason: according to LinkedIn’s Recruiting Trends 2018, 43% believe it removes human bias.
In a new interview with Canadian HR Reporter, watch Ideal’s data scientist, Ji-A Min, explain how AI technology like Ideal can be used to reduce unconscious bias and improve workplace diversity.
Optimize Your Hiring Using AI Continue reading
Anyone in talent acquisition understands that applicants want to be communicated with.
The stats on this are everywhere:
CareerBuilder found 84% of applicants expect some type of email response early in the hiring process.
Software Advice found the top requests of job seekers were:
Notification if passed over
Timeline of hiring process
Human contact after application
Timeliness of replies
Unsurprisingly, 4 of the top 5 aspects that candidates want improved involve better communication.
So why don’t we communicate better? Time.
We’re managing too many open requisitions and have too much on our plate and only a certain number of hours in the day. Continue reading
According to LinkedIn’s Recruiting Trends 2018, 67% of recruiters say AI helps them save time, 43% believe it removes human bias, and 31% say it delivers the best candidate matches.
So if you’re in talent acquisition, investing in AI seems like a smart move. But how do you decide which AI tool is right for you?
I break it down in our new 11-point buyer’s checklist on AI for recruiting software.
Section 1: Questions for your team
Your decision making process for buying AI for recruiting software starts with the questions you ask your team (and yourself).
A good starting point is asking yourself: what’s our biggest pain point? Continue reading
Have you ever heard the term “shelf-ware?”
That’s when your company buys software but no one inside the company really uses it once it’s bought, so it sits on the shelf. Get it?
Shelf-ware is extremely costly to a company. Basically, buying something for a bunch of money, never adopting it, and likely renewing it at the end of the contract.
No one wants to throw money away. So how do you make sure that the software you invest in actually gets used and doesn’t become shelf-ware?
Here are three important factors to consider when you buy recruitment technology.
#1: Integrations with your current recruiting stack
Make sure whatever you are considering purchasing integrates with your existing workflows. Continue reading
At its core, hiring is trying to predict the future: how do we predict which candidate will become a good employee? And how can we know who will be retained?
New approaches in talent prediction have emerged with the adoption of AI for recruiting to complement the predictive power of psychometric assessments.
Industry analysts agree that AI technology is a force multiplier for pre-hire assessments.
In our new video, Kathryn Christie, Director of Talent & Strategy at Self Management Group and I explain the intriguing way AI and assessments are being combined to help recruiters find better talent.
Integrating AI and assessments into your recruiting workflow looks like this:
A candidate applies; their resume enters a company’s ATS. Continue reading
With the rise of chatbots, conversational recruiting has become the hottest strategy in talent acquisition.
A recent demonstration of Google’s Assistant scheduling a haircut blew people’s minds and hints at the intriguing future of what conversational recruiting could look like.
Conversational recruiting is defined as attracting, qualifying, and engaging candidates with real-time, continuous one-on-one messaging. These conversations are flexible and take place where candidates already are: on mobile, social media, and messaging apps.
Already common in sales and marketing, conversational commerce is the adoption of real-time messaging with people, brands, products, and services.
The technological advancement that enabled conversational commerce to happen was the merging artificial intelligence with everyday consumer interactions. Continue reading
You’ve heard it over again: recruiting is now candidate-driven and talent pools are only getting tighter.
So what’s a resource-strapped recruiter to do? Arm yourself with the latest data on what candidates want, of course.
Indeed recently surveyed 2500 employees and here are the top 4 recruiting insights from their research. Watch our video summarizing the data below:
Candidate insight #1: Money isn’t everything
Indeed found only 12% of employees surveyed cited salary as an important factor in their job.
Not only that, although many reported feeling underpaid, 55% stated they would consider turning down a pay rise if it meant a work environment they disliked or working with employees they didn’t get along with. Continue reading
What should you be doing as a recruiter? Most would answer this by simply shifting the word: You should be recruiting, of course.
Makes logical sense. But recruiting involves lots of different things:
Working with hiring managers
Moving through the process
Working with HR on an offer
It’s a lot. There are theoretically 40 work hours in a work week, although many of us do work more.
Science has shown that about 55 hours/week is a hard ceiling on productivity. That’s 10+ hours/day Monday to Friday.
A percentage of that time will be taken up by calls and meetings. Continue reading
Google made a big splash in the recruiting industry with the release of Google for Jobs back in November 2016. Only available in the U.S. at the time, Google for Jobs just became available in Canada and India.
Using machine learning, Google For Jobs matches job seekers’ intentions with relevant job postings by understanding job titles, descriptions, skills and preferences.
It promised to find better job recommendations for candidates by finding relevant job postings that job seekers would miss otherwise because they contain specific jargon, save them time, and improve its searches over time by collecting more data.
One of their early customers was CareerBuilder. Continue reading
The rise of AI in various industries is an interesting and far-reaching discussion.
A very small percentage of people are at the forefront of working with the technologies involved, most are aware of the potential ramifications, and some are choosing to ignore it.
AI was actually initially developed at a 1956 conference at Dartmouth University. As of yet, it’s not quite at scale.
This is what we do know, however: it’s likely AI will take away jobs. The number most reported by reputable sources seems to be somewhere between 35-47% of jobs could be automated away in the next 25 years. Continue reading