You’ve heard it over again: recruiting is now candidate-driven and talent pools are only getting tighter.
So what’s a resource-strapped recruiter to do? Arm yourself with the latest data on what candidates want, of course.
Indeed recently surveyed 2500 employees and here are the top 4 recruiting insights from their research. Watch our video summarizing the data below:
Candidate insight #1: Money isn’t everything
Indeed found only 12% of employees surveyed cited salary as an important factor in their job.
Not only that, although many reported feeling underpaid, 55% stated they would consider turning down a pay rise if it meant a work environment they disliked or working with employees they didn’t get along with. Continue reading
What should you be doing as a recruiter? Most would answer this by simply shifting the word: You should be recruiting, of course.
Makes logical sense. But recruiting involves lots of different things:
Working with hiring managers
Moving through the process
Working with HR on an offer
It’s a lot. There are theoretically 40 work hours in a work week, although many of us do work more.
Science has shown that about 55 hours/week is a hard ceiling on productivity. That’s 10+ hours/day Monday to Friday.
A percentage of that time will be taken up by calls and meetings. Continue reading
Google made a big splash in the recruiting industry with the release of Google for Jobs back in November 2016. Only available in the U.S. at the time, Google for Jobs just became available in Canada and India.
Using machine learning, Google For Jobs matches job seekers’ intentions with relevant job postings by understanding job titles, descriptions, skills and preferences.
It promised to find better job recommendations for candidates by finding relevant job postings that job seekers would miss otherwise because they contain specific jargon, save them time, and improve its searches over time by collecting more data.
One of their early customers was CareerBuilder. Continue reading
The rise of AI in various industries is an interesting and far-reaching discussion.
A very small percentage of people are at the forefront of working with the technologies involved, most are aware of the potential ramifications, and some are choosing to ignore it.
AI was actually initially developed at a 1956 conference at Dartmouth University. As of yet, it’s not quite at scale.
This is what we do know, however: it’s likely AI will take away jobs. The number most reported by reputable sources seems to be somewhere between 35-47% of jobs could be automated away in the next 25 years. Continue reading
With an unemployment rate of 4.1% in the U.S. and thousands of jobs being added, it’s clear that we are in a candidate’s market.
But when there’s high demand for employees, especially employees with specialized skills, sourcing and placing candidates can be difficult. According to a recent recruiting industry report conducted by Top Echelon, LLC, 40% of recruiters’ clients told them there weren’t enough candidates to pick from.
Using recent industry trends, I detail which industries have the most difficult time placing candidates and where you can look to solve sourcing problems.
In which industries are candidates sparse?
In general, it’s more difficult to find qualified candidates for industries requiring highly specialized and skilled workers. Continue reading
While AI for recruiting’s primary function is to streamline or automate some part of the the workflow especially repetitive, time consuming tasks, one intriguing benefit is its potential to minimize unconscious bias.
Here are 4 mechanisms on how AI is reducing bias in recruiting and its effect on diversity.
1. Job Postings
An AI technique called sentiment analysis can identify exclusionary language (e.g., aggressive, competitive, brilliant) that research has found may turn off certain groups of candidates.
For example, studies by researchers at the University of Waterloo has found job postings that use adjectives like aggressive and competitive attract fewer female candidates. Continue reading
For most people, their Augmented Reality (AR) experiences have been limited to popular games like Pokémon GO. This technology isn’t going unnoticed by the corporate world though.
Businesses are now starting to see AR as an asset that can be used in functions such as recruitment, and are relying on digital creative agencies to provide their hires with AR training.
Here are 4 innovative ways companies are using AR in their recruiting.
1. Showcasing the employer brand
If a company wants to recruit the best talent, they need to be able to communicate the value of working there. In the past, this might have been done with a brochure or a video at a job fair. Continue reading
To most people, recruiting is “a HR thing.” That’s the silo it belongs to. Silos are very prevalent in business. In fact, Machiavelli discussed silos in 1513.
But we also work in a time when collaboration is super important. Teams are scattered all over the country or even the world, and the strategy often involves a “road map,” which means A needs to be finished before B gets started. Groups need to come together to hit goals.
The “knowledge economy” we often reference is really a “collaboration economy.” Collaboration and silos don’t typically go well together.
All this said, what other departments should talent acquisition be working with the most? Continue reading
It’s been called the #1 mistake in recruiting: the failure to mine your existing resume database to find candidates for open roles.
This is why candidate discovery, the ability to automatically screen previous candidates in your ATS and match them to a current open req, is one of the most intriguing new functions in recruiting.
Companies collect thousands – or even millions – of resumes over the years. But once these resumes go into your ATS, the majority of them are never looked at again. This is because ATSs weren’t originally designed to have this type of function. Although most ATSs allow you to use keywords and Boolean searches, they have two major limitations:
False positives: finding candidates who are not actually the most qualified ones due to resume keyword stuffing
False negatives: ignoring candidates who are qualified due to overly specific (or inaccurate) keywords and searches
Candidate discovery is different because it uses AI to find previous candidates in your ATS using in 4 steps:
Step 1: Integrates into your existing ATS to add a layer of intelligent sourcing functionality. Continue reading
About 5 years ago, I had the opportunity to talk to some executives at one of the biggest technical recruiting firms in North America. They pointed me towards one of their recruiters, who was generating more money for the firm than anyone, as well as bigger placements.
The funny thing was, though, she never worked on open requisitions, which was the strategy of 99% of the recruiters employed by the firm. Instead, she simply had built an amazing proactive pipeline, while it definitely took time – now she was just reaping the rewards of said proactive pipeline.
What is proactive recruiting? Continue reading