Is hiring for CPGs – consumer packaged goods – roles any different than hiring and sourcing in general?
So is it different?
First, by way of quick definition: CPG typically refers to merchandise that customers use up and replace on a frequent basis; examples include packaged foods and household items like Oreos and Tide. The CPG industry is one of the largest in America, with an annual value exceeding $2 trillion.
At the 35,000-foot level, hiring and sourcing for CPGs is similar to other industries and verticals. But CPGs also have a need for very specific skill sets, which we’ll address first. 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
How does AI improve work-life balance?
Research has shown that about 55 hours of work per week is a hard ceiling on productivity.
We’ve probably all had weeks where we did work more than 55 hours and we’ve probably all had weeks where we didn’t, but told everyone we did (being “busy” is often glamorized in office settings). Interestingly, in the eyes of actual research, a person who works 54 hours/week is roughly as end-goal productive as someone who works 80 hours/week. Since we all want more time with friends, family, and Netflix, let’s look a little deeper into that gap. 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
Recently, RedThread Research in partnership with Mercer, published an industry report titled, Diversity and Inclusion Technology: Could this be the Missing Link?
The goal of this research was to address five key questions:
What is D&I technology?
Why are D&I technologies coming to market right now?
What are the benefits and potential risks?
What types of D&I technologies exist?
Who are some of the players in the different D&I technology categories?
The report summarizes some of the major benefits and motives behind the increasing interest in diversity and inclusion tech including:
More consistent, less biased, and scalable people decision-making processes
Raising awareness of bias occurring in real-time and at the individual level and enabling a range of people to act on it
Measuring and monitoring the impact of efforts designed to improve D&I outcomes
Signaling the importance of a diverse and inclusive culture to the organization
The research covers over 100 vendors in the space divided into D&I “focus”, “feature”, and “friendly” vendors in sourcing, selection, performance management, and leadership development. 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
With U.S. unemployment rates below 4% according to the BLS, recruiters today are working harder than ever to find top talent. The last thing recruiters need is to waste their time pursuing the wrong recruitment sources for candidates.
This is just one area in which talent analytics plays a huge role in improving the speed and quality of a recruitment team.
While traditional applicant tracking systems (ATS) can provide some data that are used when analyzing recruitment teams’ effectiveness, they only tell a portion of the story such as time to fill and recruitment source used.
Talent analytics go beyond ATS data to look at the bigger picture by pulling in data from sourcing, hires, onboarding, retention, cost, and even CRM or project management tools you use to manage your hiring process. 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