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
Have you been wondering how to make iCIMS even better for your recruiters?
Our partnership with iCIMS
iCIMS is a leading recruitment technology solution in the world for businesses of all sizes. 2019 Conference Board research showed that a CEO’s current top priority is “attracting top talent,” so the ascent of iCIMS couldn’t come at a better time. Ideal is available in the iCIMS marketplace and we integrate seamlessly with the product.
If you’re considering iCIMS as an ATS solution, take a look at some of their customer success stories.
An ATS is essential
A good ATS is essential for companies, because you need a place to capture, store, and reference candidate information, both for legal compliance and for the ability to better manage future searches (oh, and to make sure you don’t go absolutely insane trying to manage all these candidates manually).
ATS is something you need, and iCIMS is a great current market solution. Continue reading
High-volume hiring is a stark reality of business now. Oftentimes the context is seasonal, i.e. retail hires near the holidays, but it doesn’t need to be that pronounced. If a company has a new product launch upcoming or other business needs, they might have a random “splurge” period of high-volume hiring, which is generally defined as processes with 250 or more applicants. (An average job posting receives about 59 applicants.)
Briefly understand the current landscape
We all know the job market is tight right now. That narrative has been put forth a lot. High-volume hiring is harder in tight markets, for sure. Continue reading
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’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
Have you heard the term lean recruitment circling around your work space?
What is a “lean” process?
Toyota is sometimes called “one of the world’s great manufacturing success stories.” General Motors was actually the world’s biggest automaker from 1931 to 2008 (heck of a run), and Toyota took the title from them, largely based on a set of factors internally known as “The Toyota Way.”
One of the major tenets of how Toyota produces cars is “lean manufacturing.” Essentially, the idea of “lean” is to eliminate waste in the production process. Toyota has seven main “wastes,” including overproduction (manufacturing an item before it’s actually required) and waiting (when goods are not moving or being processed).
Sometimes the Toyota process is called “just-in-time” because each item is made only and just when it’s actually needed. Continue reading
What’s the current context around hiring in manufacturing, and how can technology make the process easier?
Where we stand now
Recently, as per The Wall Street Journal there is: “Record-high manufacturing job openings, but slow hiring.” This is true: In May 2019, manufacturing job openings hit a record-high, and it’s even a big deal in economies not traditionally tied to manufacturing, such as France. But even though the demand is there, the hiring seems much slower than 2-3 years ago.
There’s also something else to consider: In the early-to-mid-1980s, some major manufacturing companies, such as General Motors, often filled 80-90% of openings from within, i.e. Continue reading
Have you been curious about how to recruit in the insurance industry? As an area of work sometimes deemed to be dry, we have some tips for attracting and retaining the best talent!
With the average age of insurance agents estimated to be 59 years old, the insurance industry is facing what’s been called a “silver tsunami” of retirement. It’s no surprise then that 58% of insurance companies plan to recruit and hire within the next 12 months.
The need to hire more insurance agents is also driven by the fact that the industry is relatively recession-proof: people need insurance whether the economy is up or down. Continue reading
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
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