According to Korn Ferry’s data, 63% of talent acquisition professionals report AI has changed how recruiting is conducted in their organization.
A big part of this recruiting AI is the chatbot.
A chatbot is defined as “a computer program designed to stimulate conversation with human users.” Although the chatbot is a relatively recent innovation in the recruiting context, chatbots have been used for years in customer service and as virtual personal assistants. Hello, Alexa!
Have you used a chatbot?
Maybe, I don’t know if he/she was human or a bot.
Drift, a leading marketing chat software (both people and bots), recently conducted a survey along with SurveyMonkey, Salesforce, and myclever on how chatbots are changing the online experience. Continue reading
Is machine learning adoption in HR starting to feel more like a necessity than an experiment?
The rate of AI and machine learning adoption is drastic
A recent article from Deloitte outlines several key insights that are extremely valuable for people interested in learning more about AI. The fact of the matter? Adoption is increasing drastically, and the level of support for AI is only going to increase. In HR tech, cognitive technologies are using to improve quality of hire, and to reduce time to fill. With 62% of companies adopting AI by the end of the year, what’s stopping you from being on the leading edge of a technological revolution? Continue reading
Is recruiting now longer your typical 9-5 job?
It’s no longer a 9-5
To say that technology has changed the traditional 9-to-5 is overly simplistic. Each new invention or improvement on existing internet technologies brings a new wave of innovation across all industries, and recruitment is no different.
Business is already undergoing rapid change, and is no longer relegated to the Monday to Friday “grind.” Case in point: a recent Gallup survey found that 35% of current employees would quit their job for the chance to move into a role that offered full-time remote or flexible work.
As these younger generations – known as Millennials and Generation Z – begin to enter the workforce, non-traditional working cultures are already starting to become the new normal. Continue reading
True fact: it really is possible for AI to increase female representation in tech.
Female representation in tech
Gender diversity in the tech industry has been a major issue for over two decades now.
The numbers don’t add up. The EEOC reports that women currently make up roughly 56% of the overall workforce. However, only about 28% of proprietary software jobs are currently held by women.
Why is it important to have women in tech?
Various reports, including one from Catalyst and one from McKinsey, have shown that companies with more female leadership tend to outperform both their market and their rivals. Continue reading
Are you struggling to have control over all of your open requisitions?
The problem and why it exists
True story: at a trade show in 2018, we met one recruiter from an organization in Florida who was outpacing all her colleagues in terms of billing by a factor of fifteen to one. Yes, it was third-party and not in-house, but her revenues were amazing. And none of her colleagues could figure it out. She never seemed to fill open reqs. How was she billing so much?
Short answer: she had the clients. But she was so good at building proactive pipelines that clients were coming to her before an open req and she was finding them the ideal person. Continue reading
HR and Recruiting Buyer Survey to capture who the HR and recruiting professionals who purchase HR tech are and their buying process.
Workology recently conducted the
Here are the top 5 findings from the Workology HR tech buyers survey.
23% fewer than 50 employees
15% 101-250 employees
13% 1,000-5,000 employees
13% 10,000 or more employees
With almost a quarter of surveyed buyers work at small organizations of (less than 50 employees) while a quarter work at enterprises (1000 or more employees), which explains the variation in HR tech products that the market is able to offer. Continue reading
Tens of thousands of HR executives will be in Las Vegas next week. That’s right, it’s that time of the year again – HR Technology Conference & Exposition!
With keynotes from Arianna Huffington and Josh Bersin, more than 450 exhibitors, hundreds of sessions, and plenty of parties, HR Tech is the can’t miss event of the year.
This year’s themes include emerging technologies such as machine learning, natural language processing, and chatbots, the rise of niche products that address specific new needs, and the consolidation of the HR tech market with all the recent acquisitions and partnerships (e.g., UltiPro acquiring People Doc). Continue reading
HR.com and IBM Smarter Workforce Institute recently released a comprehensive report on the state of talent acquisition called, “How Organizations Identify and Hire Great Talent.”
The extensive survey included questions about HR leaders’ top hiring challenges, their time to fill, and their desired outcomes for using AI in talent acquisition.
Here are 7 new insights into today’s talent acquisition from the HR.com and IBM report summarized in an infographic:
1. 38% believe the biggest hiring challenge is losing promising candidates during the hiring process
Losing promising candidates during the hiring process was the hardest hiring challenges for 38% of respondents. Continue reading
LinkedIn reports quality of hire is the most important recruiting priority for talent acquisition leaders. Quality of hire is the value a new hire adds to your organization in terms of performance and tenure.
For financial services, quality of hire is a top priority because it directly contributes to their bottom line.
Measuring quality of hire is notoriously difficult, however, because it requires technical know-how, access to data, and a long-term mentality. Organizations that can get it right will create a huge competitive advantage.
Here are 3 tips for measuring quality of hire when recruiting for financial services.
Tip #1: Partner with the business to determine what a quality hire looks like
The first step to measuring quality of hire is going back to the basics. Continue reading
Most advice on improving quality of hire will mention “getting executive buy-in” on both the importance of quality hiring and what types of people they think the organization needs or where the strategy is going.
As many recruiters know, however, getting executive buy-in for recruiting efforts can be a challenge.
The biggest ways for a recruiter to improve their quality of hire are to do some of the following:
Use technology wisely
Look at the data: where in the hiring funnel are things dropping off?
Revisit the metrics associated with someone defined as a quality hire
Build better relationships with hiring managers
Those are the “big four” ways to improve quality of hire. Continue reading