If you’re a hiring manager or recruiter, you probably make recruitment mistakes all the time. This is because everyone makes mistakes, and because the role of a recruiting agent or Human Resources professional requires plenty of human intuition – something that’s trustworthy but certainly not error-proof. While it might be impossible to assess a candidate with 100% accuracy every time, there are plenty of practices that can make you much more efficient and effective in general.
Here are some common recruiting mistakes, and how you can avoid them.
1. Losing touch too quickly
Often, both candidates and recruiters fail to reconnect after an interview even if it went reasonably well. Continue reading
Are you considering technology to improve your recruiting process? If you are, keep reading.
Sadly, the current recruitment process at most organizations isn’t always optimal.
This makes sense, of course: speed is often an important factor in recruitment, which is why we have metrics such as time-to-hire or time-to-fill.
When a role is open, that implies increased workload for other members of that team. Managers try to avoid that, so they want a position filled quickly. The problem is that hiring processes focused on speed can be prone to a large amount of human error and miscommunication.
Statistics can vary, but somewhere between 25-33% of employees depart within six months of entering a new job. Continue reading
Now, there’s a short answer and a long answer. Keep reading to find out more.
Who do you spend the most time with at work?
Team-based hiring, sometimes called “collaborative hiring,” has been on the radar screens for a hot moment: ERE was writing about it back in 2015, for example. The basic idea is that, while a hiring manager may make the final decision, he/she makes that decision with lots of input from the team that the new hire will enter.
This makes logical sense. When you start a job, you spend a good deal of time with the team you are entering, i.e. Continue reading
The bottom line: Human Resources needs to be further empowered within the business, especially at an apex time for talent.
While this attitude is gradually changing for the better, many current executives do view Human Resources as a compliance function. It’s definitely not a profit center at most organizations.
Compliance is incredibly important, but several other core functions of an organization tend to run through HR: Recruiting, i.e. getting the best people, is the most notable one. But HR executives typically have a hand in culture, retention, and broader organizational health goals too. So while those things are not easy to track on a spreadsheet, per se, they are very important to the business and HR needs a bigger “seat at the table” as a result. Continue reading
Are you wondering how to find the best banking employees for your open roles?
We covered recruiting for financial services back in summer 2018, and we touched on recruiting in banking this past summer. We wanted to present some new information about the state of the banking industry as regards recruiting now, though.
Specialist vs. generalist
This is actually based on research conducted in 2015 and 2016, but the research holds up across banking and financial institutions — and it’s a common topic these days because of David Epstein’s book Range about generalists triumphing in a specialized world.
In banking and financial services, you tend to see this trend line: The people who are entering the profession tend to be more generalist, whereas the people leaving tend to be more specialist, as seen below:
There are a lot of potential explainers for that. Continue reading
Have you been curious as to if the numbers and costs associated with AI for recruiting would be positive in your company?
The discussions about AI in the recruiting process have been robust in 2018 and 2019. More and more companies are adopting these solutions, or some form of machine learning and artificial intelligence, but there’s a lot of companies out there still doing things in an old-school, manual way. That makes sense, obviously — change is not easy, especially as an organization gets bigger and there are more stakeholders to inform and get approval from — but the math is not on the side of old-school recruiting approaches staying as the norm for long. Continue reading
Are you wondering what the top 5 hr tech trends this year are going into HR Tech in Las Vegas this week? We’re here to help!
In the last five or so years in HR technology, the big trend has been the rise of artificial intelligence, or AI. The 2018 HR Tech conference in Las Vegas was pretty much all vendors talking about their AI-enabled suites, and that theme is expected to continue at HR Tech 2019 this week. (AI will actually be a major session track at HR Tech ‘19.) This all leads to the idea that HR is now a “product business,” which is increasingly true, and that having AI in your suite of products is now “table stakes.” (Also increasingly true.) AI is still a major tech trend for the HR space, and will increasingly revolutionize what the space can do, especially in recruiting. Continue reading
Have you been considering integrations with SuccessFactors to make it even better?
Have you been wondering how to make SuccessFactors even better for your recruiters?
Ideal’s partnership and seamless integration with SuccessFactors
If you’re in talent acquisition and have shopped for technology, you’ve probably come across SuccessFactors, which is a part of the SAP ecosystem. We work extremely closely with SuccessFactors, and are listed in their marketplace as a bestseller. In fact, we happen to be at SuccessConnect in Las Vegas this week as well! Check out our Twitter to learn more!
If you’re considering SuccessFactors as an ATS solution, take a look at some of their customer success stories. Continue reading
Are you wondering what the trends within telecommunications hiring are?
Where telecommunications stands right now
This is, almost undeniably, the most interesting time in telecommunications industry history.
The industry is mature and remains highly competitive. The immediate future of wireless is clearly in the total connectivity potential of 5G technology, with organizations such as Verizon launching fully-virtualized 5G cores within 20-24 months. Verizon, like most operators, initially embraced “non-standalone” design using a 4G network to handle tasks in order to launch commercial services more quickly.
While the 5G potential is clear — streaming video to ultra HD television screens, virtual reality applications, real-time online gaming and smart home applications — and will allow communication service providers (CSPs) to move up the value chain, the present is a bit less clear.
Revenue growth has been in the low single-digits for years, largely because services are sold at a flat rate. Continue reading
S&P Data and Ideal’s partnership achieves improved candidate experience, recruiter productivity, and employee retention through the use of artificial intelligence.
Toronto, Canada — [September 10, 2019] — S&P Data is a leading North American contact center, with 7 locations across the U.S. and Canada. Its Fortune 100 and Fortune 500 customers pride themselves on offering the highest-quality customer service.
S&P Data has adopted and fully utilizes Ideal’s four core features: intelligent screening, intelligent chatbot, intelligent automation, and intelligent rediscovery. Through this, S&P Data found that Ideal achieved three crucial things that revolutionized their talent acquisition process:
Ideal was able to drastically improve the candidate experience by connecting with more applicants that apply to contact center roles. Continue reading