Oct 20, 2016
Post by Ji-A Min

Ji-A Min

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
Oct 13, 2016
Post by Ji-A Min

Ji-A Min

Figuring out the right shortlisting criteria to identify the best candidates is still the top recruiting challenge for talent acquisition professionals.

56% 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

Oct 12, 2016
Post by Ji-A Min

Ji-A Min

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?

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).

3. Continue reading
Oct 11, 2016
Post by Ji-A Min

Ji-A Min

Josh Bersin called diversity and inclusion the top priority of 2016. With Salesforce’s 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

Oct 6, 2016
Post by Ji-A Min

Ji-A Min

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

Oct 4, 2016
Post by Ji-A Min

Ji-A Min

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

Sep 30, 2016
Post by Ji-A Min

Ji-A Min

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

Sep 28, 2016
Post by Kayla Kozan

Kayla Kozan

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

Sep 23, 2016
Post by Ji-A Min

Ji-A Min

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 Leader:

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

Sep 22, 2016
Post by Ji-A Min

Ji-A Min

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

Sep 21, 2016
Post by Ji-A Min

Ji-A Min

SHRM identifies people analytics for recruitment as one of the top recruiting trends of 2016. When it comes to recruitment and talent acquisition, Aberdeen’s talent acquisition survey recommends that HR “prioritize analytics” and “invest in innovative technology options.” The adoption of people analytics for recruitment holds the promise that the recruitment function can become even more valuable and strategic within a company.

To help you along, I created this handy pocket guide on how to use people analytics for recruitment.

What is people analytics for recruitment?

People analytics as the use of data and data analysis techniques to understand, improve, and optimize the people side of business. Continue reading

Sep 20, 2016
Post by Ji-A Min

Ji-A Min

Salesforce has long been a leader in workplace equality and workplace diversity initiatives.

In terms of diversity hiring, Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions.

In terms of equal pay, Salesforce recently assessed the compensation of more than 17,000 employees and spent $3 million to equalize the pay between female and male employees of similar tenure, levels, and performance.

And the workplace equality numbers are speaking for themselves according to Salesforce. In 2015, nearly 40% of all new Salesforce hires in the US were women or members of an underrepresented minority group (e.g., African American, Hispanic, Native American), which was an increase of approximately 5% over the previous 12 months. Continue reading

Sep 15, 2016
Post by Ji-A Min

Ji-A Min

Shortlisting candidates is the most time-consuming (and tedious) part of a recruiter’s job. Because 75 to 88% of resumes received for an open req are unqualified, it takes approximately 23 hours to screen resumes and shortlist candidates for a single hire.

Recruiters and talent acquisition professionals desperately need an effective tool for shortlisting candidates to speed up time-to-hire.

That’s why I created this list of the 6 best tools for quickly, accurately, and cost-effectively shortlisting candidates.

1. Job postings that shortlist candidates through job matching

Job postings are still the top source of hires: 31% of hires come from job search engines and job boards. Continue reading

Sep 14, 2016
Post by Kayla Kozan

Kayla Kozan

Ever find yourself in a heated discussion with other members of a hiring committee because you couldn’t seem to reach consensus on a candidate?

There are a number of reasons for this type of disagreement, but they generally boil down to a single issue: You haven’t clearly defined the role. This means that some interviewers may end up evaluating candidates on irrelevant criteria or neglecting to assess the most important qualities for the role.

That’s why the structured interview approach is so powerful.

Instead of relying on gut feelings and the personalities of the interviewers, you begin with a strategic kick-off meeting between the hiring manager and talent acquisition. Continue reading

Sep 12, 2016
Post by Somen Mondal

Somen Mondal

#PowerUpHR: People Analytics & Cognitive Technology

What I Got Out of the 2016 IBM HR Summit

It has been a couple days since the close of IBM’s 2016 HR Summit and I am still taking in everything I saw. At a high level, IBM’s annual HR Summit is a 3-day conference for all things HR tech.

Going in I expected to see some great keynotes but I was blown away by the passion of every person I spoke with. To see not just speakers, but all attendees so devoted to bringing data to HR was very inspiring. The event gathered entrepreneurs, engineers, HR professionals and thought leaders from around the world. Continue reading

Sep 6, 2016
Post by Ji-A Min

Ji-A Min

With unemployment down and turnover up, 86% of recruiters believe it’s currently a candidate-driven market.

This makes it difficult for smaller to mid sized companies to compete for the top talent they need to grow in smart directions.

That’s why Ideal partnered with Kelsie Davis, HR Insights Specialist at BambooHR for a 30-min webinar on 4 Ways To Compete For Talent In A Candidate-Driven Market with tips on:

Developing your employer brand Creating a positive candidate experience Offering a total compensation package Filling your recruitment funnel using novel methods


Watch the webinar on-demand here.

Access the full slide presentation here. Continue reading

Sep 1, 2016
Post by Kayla Kozan

Kayla Kozan

People Analytics Intro

A 5 minute definition of People Analytics for VPs, salespeople, hiring managers and job candidates alike. This is what you need to know:

15 second definition:

The practice of making data-backed people management decisions within an organization. Most frequently referred to in hiring, retention and absenteeism management.


Likely the offspring of Google’s People & Innovation Lab (PiLab), People Analytics first caught the attention of professionals early 2013 in a highly publicized article, How Google Is Using People Analytics to Completely Reinvent HR.

Related terms: #HRtech, HR Technology, HR Predictive Analytics, HR Big Data Names to know: Dr John Sullivan (@DrJohnSullivan), Blog, Fast Company deemed him the “Michael Jordan of Hiring”, Staffing.org called him “the father of HR metrics”. Continue reading
Aug 30, 2016
Post by Kayla Kozan

Kayla Kozan

Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace.

Is your organization ready for these 10 trends? Carolyn delivers an overview of what every modern HR professional needs to know. Brush up on the new terminology and technology that will save you time, save you money and, most importantly, make your job easier.

In this 30-minute presentation on the top 10 human capital trends of 2016, Carolyn discusses:

    the new organizational design based on cross-functionality employee engagement and its correlation with workplace diversity and inclusion digital HR and the changing skills of the HR organization the increasing adoption of people analytics as a competitive advantage and more!
Continue reading
Aug 18, 2016
Post by Kayla Kozan

Kayla Kozan

Implementing People Analytics

Michael Cavaretta, Lead Data Scientist (before data science was cool) at Ford Motor Co. crafted a striking article on the fundamentals of analytics. With over 15 years experience, Michael points out the most critical question that is too often overlooked, “so what?”

Many analytics presentations crash and burn because no one answered the question, “so what?” 

We often talk about the power of people analytics and the potential it holds for business large and small. Michael even makes note in his piece, “Anytime you look at business metrics there is an opportunity to use analytics. A hot area right now is the application of big data and analytics to HR processes.”

It’s clear that human resources and hiring are itching for a revolution – but without defined strategy, many firms will fail. Continue reading