A recent LinkedIn survey of talent acquisition leaders found that 17% of their recruiting budget is spent on recruiting software.
56% of these talent acquisition leaders predict their hiring volume will increase in 2017.
That means recruiting departments need to re-assess their recruiting software stack and consider the new innovations out there to help them succeed.
These days, more and more companies are using a best of breed strategy for their recruiting software, also known as a recruiting stack, rather than using a single platform or integrated solution.
Here are the top 4 innovations in the recruiting software stack designed to make recruiting more efficient, cost-effective, and competitive. Continue reading
AI recruitment is the hottest topic in recruiting these days.
AI for recruiting is the application of artificially intelligent abilities such as learning or problem-solving designed to automate some part of the recruiting workflow.
One major reason why AI recruitment is exploding in popularity are the competing pressures of hiring volume increasing at the same time as recruiting teams staying the same size or decreasing.
This means talent acquisition leaders are looking for ways to streamline or automate their recruiting teams’ workflow.
To give you an idea of what an automated workflow looks like for recruiting, specifically for high-volume recruitment, we created the infographic below. Continue reading
You know AI for recruiting is hot when Google enters the game: Google just announced their entry into the arena with Google Cloud Jobs API, which is basically AI for job search.
Here are 4 things you need to know about the Google Cloud Jobs API.
1. What does the Google Cloud Jobs API do?
According to Google’s Data Science team, their Cloud Jobs API, “understands the nuances of job titles, descriptions, skills and preferences, and matches job seeker preferences with relevant job listings.”
It does this by figuring out the job title and skills a job seeker enters in his or her job search query. Continue reading
Stay on top of Talent Acquisition’s latest innovations (in 60 seconds or less)!
Today’s hot topic: Resume screening
using artificial intelligence.
AI for recruiting has been making headlines lately—but what does it actually mean? We’re taking a look at just one of the real-life uses that could change the way you screen, interview, and hire.
Manually screening resumes is tedious, tiresome work, especially when 75% – 88% of resumes received are unqualified. Furthermore, manually screening resumes often lacks standardization and can fall prey to unconscious biases.
Artificial intelligence that auto-screens thousands of resumes in minutes.
Candidates are screened with near perfect accuracy and presented to the hiring manager in order of interview priority. Continue reading
Screening resumes is usually the most time-consuming part of recruiting so a good resume screening checklist is crucial to stay on track.
Not only is resume screening the most time-consuming, 52% of talent acquisition leaders say it’s also the hardest part of recruitment.
To help you identify the best candidates more easily and in less time, I’ve created this 4-step resume screening checklist.
Step 1: Compile a list of the job qualifications
The first step in your resume screening checklist is understanding which skills, traits, and behaviors are necessary to be successful in the role.
The best way to do this is to assess what the qualifications of successful employees look. Continue reading
Experts say that replacing an employee can cost anywhere between six months of their annual salary and two times that salary. Running thorough background checks that include professional and educational verifications can help your business avoid these costs.
How much does it cost to hire someone? Getting a specific answer to that question depends on who you ask and which sources you trust. But the general answer is the same no matter who you consult: hiring a new employee is not cheap.
The True Cost of Hiring an Employee
There is a reason that high employee turnover rates are seen as a bad thing, and it’s not just that they make a business look like an unwelcoming place to work. Continue reading
Interest in recruiting AI technology has exploded recently.
From finance to sales departments, business leaders are asking how they can leverage technology to become more efficient, cost-effective, and competitive. HR is no exception.
To stay on top of this trend, here are 7 recruiting AI technology terms that every recruiter needs to know.
1. Artificial intelligence
Artificial intelligence (AI) is a machine that can mimic human abilities such as learning, problem solving, planning, perception, and the ability to move objects.
In a nutshell, AI requires large amounts of data as inputs to produce an output which solves a problem. Core areas of AI include machine learning (e.g., Netflix recommendations), machine perception (e.g., Apple’s Siri), and robotics (e.g, self-driving cars). Continue reading
When the average job posting receives 250 resumes with 88% of them unqualified, effective resume screening tools are a recruiter’s dream come true.
In 2017, the demand for resume screening tools that reduce the hours spent manually reading resumes will only grow as 56% of talent acquisition leaders predict hiring volume will increase but 66% of recruiting teams will stay the same size or even shrink.
The best way for recruiters who are already time-strapped to do more with less is to decide which of your tasks can be effectively automated.
Here are 3 resume screening tools that will boost your recruiting productivity by saving you time. Continue reading
The growing need for recruitment automation tools has fuelled the recent popularity in AI for recruiting.
With hiring volume predicted to increase next year but recruiting teams remaining the same size or shrinking, interest in recruitment automation will only get stronger.
In 2017, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow.
Recruiting teams are also facing increased pressure to demonstrate data-based KPIs. Talent acquisition leaders are increasingly measuring their recruiting teams by quality of hire in addition to time to fill.
According to LinkedIn’s data, the most important recruiting KPIs are:
Quality of hire is the top priority for 60% of talent acquisition leaders
Time to fill is the top priority for 28% of talent acquisition leaders
Advances in technology have transformed finance, sales, and marketing departments and industry experts believe recruiting technology will be the next big adoption. Continue reading
When it comes to recruiting technology, AI for recruiting is everywhere. In fact, it was the dominant theme at this year’s HR Tech Conference.
AI for recruiting technology – the application of artificial intelligence to recruiting – is designed to automate some part of the recruiting workflow whether it’s screening resumes, testing candidates, and even interviewing.
The current explosion in recruiting technology represents exciting opportunities to help solve some classic recruiting headaches. But trying to make sense of it all can be overwhelming.
Here are 4 tips on picking the right recruiting technology for your recruiting needs.
Tip 1: Define the problem you’re trying to solve with recruiting technology. Continue reading
Figuring out the right shortlisting criteria to identify the best candidates is still the top recruiting challenge for talent acquisition professionals.
52% of talent acquisition leaders say the most difficult part of their job is identifying the right candidates from a large applicant pool
To help you become more efficient and accurate when shortlisting candidates, I’ve created this guide on how to create the right shortlisting criteria to find the best candidates.
What is shortlisting criteria?
Shortlisting criteria are the essential and desirable criteria needed to do the job, as well as the minimum levels of each that the shortlisted candidate should possess. Continue reading
Diversity recruitment is a top priority these days. A SHRM survey found that 57 percent of HR professionals say their recruiting strategies are designed to attract diverse candidates.
Here are 5 proven strategies for improving your workplace diversity recruitment.
Interested in a tool for diversity recruitment?
Request a demo
1. Offer flexibility as a workplace perk
Flexible work schedules and work-life balance are the most desired perks for women and Millennials.
2. Use a pre-hire assessment to measure candidates’ personalities and skills
Personality assessments increase workplace diversity because they lack adverse impact (i.e., the scores do not differ for minority candidates). Continue reading
Josh Bersin called diversity and inclusion the top priority of 2016.
With Salesforce’s pledge to achieve workplace equality through its recent appointment of their first Chief Equality Officer and diversity initiatives at more than 75% of Fortune 1000 companies, his prediction is coming true.
Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.
– Josh Bersin
To help you achieve this competitive advantage, I’ve created this beginner’s guide for HR on definitions, best practices, and strategies for workplace diversity and inclusion.
What is workplace diversity?
Workplace diversity is understanding, accepting, and valuing differences between people including those:
of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations
with differences in education, personalities, skill sets, experiences, and knowledge bases
Interestingly, research by Deloitte finds that diversity is perceived differently by generations. Continue reading
We had such good time at HR Tech 2016. Between the keynotes, expo, and after parties we met so many like-minded people with the same goal as us: eliminating hiring mistakes. Here are some highlights!
[View the story “HRTech Selfies ” on Storify]
Land your ideal sales role
The popularity of people analytics – the use of data and data analysis techniques to understand, improve and optimize the people side of business – is creating dozens of people analytics conferences around the world.
Research by Bersin has found that while 78% of large companies rated people analytics as “urgent” or “important,” only 7% rate their organizations as having “strong” people analytics capabilities.
This discrepancy represents a huge opportunity to differentiate yourself by strengthening your analytical abilities.
To help you along your people analytics journey, I’ve compiled a list of the 8 best people analytics conferences presented in chronological order. Continue reading
The Google People Analytics team is famous for their data-based HR and talent practices.
All people decisions at Google should be based on data and analytics.
-Prasad Setty, VP of Google People Analytics
Google recognized early on the value of creating a people analytics department to optimize the recruitment, development, and advancement of their people based on data insights.
They are clearly doing it right because today, Google employs more than 10,000 people, receives more than 50,000 resumes weekly, and ranks number one on Fortune’s 100 best companies to work.
To help you optimize your HR and talent practices like Google, here are 5 lessons from Google’s People Analytics that you can steal. Continue reading
When the average job posting receives 250 resumes and up to 88% of candidates who apply are unqualified, recruitment shortlisting strategies are more important than ever.
Despite advances in software and technology, screening resumes and shortlisting candidates are still the most time-consuming parts of recruitment.
That’s why I created this list of the 5 best recruitment shortlisting strategies to help speed up your time-to-hire.
1. Using keywords as a recruitment shortlisting strategy
One of the classic recruitment shortlisting strategies is finding qualified candidates using keywords. A good Applicant Tracking System (ATS) should allow you to screen candidates using keywords based on desired skills and experience. Continue reading
Visit Ideal.com at The Startup Pavilion, Booth 1246DD
We wait for it all year—alongside hundreds of employers, thousands of attendees and a long list of incredible keynotes. With so much going on all at once, it can be pretty overwhelming.
Here are our 3 tips for getting the most out of the HR Tech Conference:
Ideal’s 3 Ways To Hack HR Tech 2016:
#1) Wake Up Early, Go To Bed Late
It’s a jam-packed week. If you’re not attending a session, you’re probably walking the tradeshow floor or grabbing a drink with one of your customers. We try to fit in as much time with our customers as possible. Continue reading
One of the fastest growing areas of HR is people analytics. But understanding how to best leverage people analytics software can be challenging.
To help you learn more, I’ve asked industry experts for their advice on best practices for using people analytics software.
Dr. Benoit Hardy-Vallée, IBM Kenexa
The best people analytics software is human judgement.
The key to getting insights first starts with a true desire to answer important questions using data and evidence.
No software will provide that desire for evidence-based learning. People analytics software first and foremost needs to be able to function as a tool to empower human decision making. Continue reading
People analytics thought leader Josh Bersin has stated that workplace diversity and inclusion is a top priority for 2016. Companies have notably stepped up. Intel CEO Brian Krzanich has pledged $300 million to increase the diversity hiring of women and underrepresented minorities.
It’s time to step up and do more. It’s not good enough to say we value diversity.
-Brian Krzanich, Intel CEO
That’s why I’ve created this 6 step how-to guide for attracting diverse candidates to help you achieve your diversity hiring goals.
What is diversity hiring? A definition
Diversity hiring is hiring based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. Continue reading