Ideal blog

AI for Recruiting: News, Tips, and Trends

Guest Blog – How AI Will Change Jobs Forever (And What To Do About It)

Have you been wondering how AI will change your job and what you could possibly do about it?

If there’s one word that strikes fear in the heart of many employees, it’s “automation”. People fear for their jobs and livelihoods, visualizing robots doing their jobs while they toil in poorly-paid work. The reality, however, may be far more bright. According to research from CourseCompare, which interviewed tech executives at more than 100 public companies across Canada, many firms will actually need to hire more people due to AI. A large chunk of other companies don’t see job losses or gains coming at all – it will be business as usual with technology to help, at least over the next 24 months. Continue reading

Guest Blog – 5 Ways AI Is Bound To Leave Its Impact On HR And Recruiting

Technology is dramatically transforming the way businesses operate and function. All departments within the organization are at the receiving end of a technological overhaul and HR is no exception today. 

One technology, in particular, that is making huge strides and is bound to have the biggest and long-lasting impact in HR and a core part of recruiting trends for the next few years, is Artificial Intelligence and Machine Learning.

What is machine learning?

Machine learning is a subset of Artificial Intelligence that deals with deep learning algorithms and predictive analytics. It is an innovative technology that focuses on systematic analysis of data that gives computers the ability to autonomously learn without being specifically programmed for the same.  

The computer relies on patterns and inferences instead of explicit instructions. Continue reading

Ideal Announces New Patent For Its AI For Recruiting Technology

Ideal’s patent covers the system and methods for determining the right candidates for roles within an organization.

Toronto, Canada — [July 30, 2019] — Ideal, an A.I. for recruiting software company, announced the allowance and issuance of US Patent 10,255,585, entitled “A system, method and computer program product for determining suitability of a candidate for a role in an organization.” It protects the system that is configured to create an ideal candidate profile for the selected role based on several different data sets. The patent, issued on April 4, 2019, builds on Ideal’s ability to determine the correct candidates for jobs in an organization. Continue reading

SHRM 2019: Is AI Being Adopted In Recruitment?

Have you been curious to hear about the discussions surround AI in HR that came out of SHRM’s annual conference?

SHRM’s annual conference just wrapped up in Las Vegas, and as predicted, AI was a big theme for both vendors and the HR professionals attending. (Here’s a Twitter search stream of #SHRM19 AI references, with some interesting charts and visuals throughout.) 

Per one presentation, AI is currently deployed by only about 6% of HR departments, although a sizable chunk of talent acquisition teams are researching and looking more into it.

There were a few good discussions on the ultimate purpose for AI in HR and recruiting functions, with one of the best summed up by Gemma Toth: “AI should make you more available to your employees (and candidates).”

AI can help recruiting teams in a lot of ways, but that’s the core essence of it: It saves you time and makes you more available. Continue reading

Dear Recruiters, Let’s Automate Low-Value Added Tasks

Have you been curious about the different ways to make recruiting more efficient and effective? We have the answers you’ve been looking for.

Recruiting usually resides within HR in an organization. Here at Ideal, we love recruiters and HR professionals, because our tools are designed to help them be more effective. But is the broader “branding” of HR that good? Not always. And is the broader “branding” of how people think about recruiting that good? Not always. We probably wouldn’t need terms like “candidate experience” and strategies for that if recruiters were universally loved. 

These issues of how people perceive recruiters are often time management issues, though, and not “This person is bad at their job” issues. Continue reading

AI for Recruiting from Ideal Now Available for Purchase on SAP® App Center

By integrating with SAP SuccessFactors Recruiting, the AI Talent Acquisition solution from Ideal delivers high-volume, bias-free hiring recommendations to customers.

Toronto, Canada — [June 26, 2019] — Ideal announced today that its AI for Recruiting is now available on the SAP® App Center, the digital marketplace for SAP partner offerings. Ideal integrates with the SAP SuccessFactors Recruiting solution and delivers data-backed high-volume hiring recommendations and automation improvements to customers. 

“Every organization that receives an abundance of applicants for their roles understands the pain points present in recruiting today,” says Somen Mondal, Founder and CEO of Ideal. “Our AI-powered system of intelligence works to screen and shortlist applicants, while engaging with candidates via chatbot, leading to improvements in candidate experience and quality of hire.”

By removing bias commonly used to make hiring decisions, Ideal helps solidify diversity and inclusion initiatives within organizations. Continue reading

The Time For A.I. Is Now

Have demographic shifts made recruiting with A.I. increasingly relevant? It’s time for A.I. in recruitment.

How do the big dogs view HCM anyway?

Compliance has long been one of the main reasons that people with purchase-making ability inside companies (i.e. VPs, executives) buy human capital management software, or HCM. The value propositions by the HCM companies are often around “engagement” and “experience,” and while executives do broadly care about those concepts, compliance tends to be the most important feature in software that will mostly be used by the Human Resources department.

This has been the case for years, but we’re increasingly into the age of even more strategic value from HCM solutions. Continue reading

Recruiting Horror Stories And How To Fix Them With A.I.

Have you been wondering if your recruiting horror stories are things that only happen in your company? Trust us, they aren’t.

There are any number of recruiting horror stories in the world. The whole reason that “candidate experience” has become such a big concept in the last 3-5 years is that, well, oftentimes candidates were receiving either no experience or a very negative one, and that was harming companies. They were losing access to top talent and harming their brand and bottom-line. Now more people are discussing how to treat candidates, and that’s a welcome change.

We decided to comb LinkedIn and the Internet (and some of our friends and family) for recruiting horror stories, then show you how they can be fixed with better processes and products. Continue reading

Guest Blog – Quality Of Hire vs. Time To Hire

Have you been wondering about what the quantitative difference between quality of hire and time to hire is?

Recruitment involves dozens of metrics. It’s easy to fixate on each one without improving the hiring process. But there are two metrics that employers tend to value: quality of hire and time to hire.

We’ll explore the benefits and drawbacks of these metrics. We’ll also provide best practices for striking the ideal balance between the two.

Quality of Hire

Quality can be a difficult aspect to measure. After all, it’s a subjective metric. But quality comes in many forms: ROI, productivity, and manager satisfaction. Continue reading

Are You Curious About High-Volume Hiring?

Have you been wondering how to solve your challenges with quality of hire in your high volume hiring landscape? Unemployment is at a low, and it’s time to take action to ensure you hire the right people.

The landscape around high-volume hiring

Look at the lines representative of “unemployment” and “jobs added” in America from 2008 to 2017:

2009 wasn’t a great time for companies, as they were immediately post-recession and laying people off like crazy, hence the 9.9% unemployment rate. Only about 129,000 jobs were added on average per month. You could argue that’s a good time for recruiters, though: while their companies might be in a hiring freeze, there’s still a huge amount of available talent on the market — at least 1 in 10 people, and more not represented in these stats (i.e. Continue reading