Have you been wondering how the rise of AI began to trend and spread across the globe?
The rise of artificial intelligence
Consider the Industrial Revolution, which lasted somewhere from 60-80 years. Some are calling the current period “The Fourth Industrial Revolution.” Largely expected to be driven by artificial intelligence (AI) and data analysis, this Fourth Industrial Revolution will be compressed into the lifespan of a beagle.
This means absolutely massive changes for how we work and design processes within our work. AI, specifically, is already beginning to have a large impact in recruiting and hiring.
It is helpful now to look at where AI has been, where it’s at now, and where it might be going. Continue reading
Is 2019 the time to improve your high-volume hiring?
Amazon is perhaps the biggest player in the high-volume hiring game among established enterprise companies, to the point that Googling “high-volume hiring” gets you their Force site for that exact function.
They’re not the only player in the high-volume hiring world, though: Lockheed Martin recently met a high-volume commitment, and it’s very common seasonally.
So, if you’re in that world and need hundreds — or thousands — of people within a narrow time window, what do you need to do to be successful?
The obvious buckets
As with any recruiting process, you need to make sure you:
Communicate: This means being clear with candidates about timelines and expectations, but also making sure you are clear about times and locations for any large-scale events. Continue reading
Is a candidate experience platform really a thing?
Indeed, it’s becoming one. Increasingly in the HR Tech and Human Capital Management System market, you’re seeing companies design candidate experience platforms, which are recruiting solutions with a focus on the candidate’s steps foremost in mind.
To understand this market shift, we need to unpack a few ideas first. First: let’s define candidate experience.
What is candidate experience?
The basic idea is treating any job applicant (candidate) to your company in a respectful, transparent manner. This includes:
Letting them know where their application stands
Communicating with them and answering questions about the process
If they don’t get the job, offering some degree of context or explanation
Not spamming them with product/service emails just because they’re in the database as a candidate
Showing up for interviews and other appointments during the process
All of the buzz surrounding the idea of “ghosting” in the hiring process is the opposite of candidate experience. Continue reading
Wait, is AI actual helpful when hiring in retail banking?
It is, we promise
The Baby Boomer exodus is hitting financial services roles harder than most industries. We’ve touched on the issues around the exodus in the insurance industry, and now let’s look at what’s happening with retail banking. For context, retail banking is what you most often think of when you think of banking: mass-market, customer-focused, and centered on going into a branch and completing transactions.
What roles are typically available in retail banking?
There are dozens, but the big buckets include:
Client Service Reps
The commonality of those roles: communication and customer service. Continue reading
Is it really possible for your recruiting strategy to impact your brand?
Employer branding is a vital piece of the hiring puzzle when it comes to organically attracting talent. Because human capital is an organization’s biggest asset, attracting the right kind of talent is a cornerstone to long-term growth, innovation, and overall company health.
Targeted recruiting tactics can tap into pools of talent that best align with an organization’s culture and values. But what happens when the talent you’re trying to recruit doesn’t see you in the same light? Your employer branding can make or break your ability to pick up the right people. Continue reading
A pain-point for many high-volume hiring teams, Santa’s Workshop woes are all too familiar for retailers around the world, pushing many to adopt new AI-powered technology
Like many retailers, Santa’s Workshop employs thousands of elves year-round with a huge increase in seasonal hiring.
Analysts estimate that at any one time Santa’s Workshop is employing 60,000+ elves with an increase to over 85,000+ elves worldwide over the holiday season.
Repeatedly ranked among the top 10 in Top Elf Employer lists, it is no surprise that Santa’s Workshop is flooded with over 14,000 online applications every single week (2,000 per day!). Continue reading
Do you have some recruiting horror stories you’re embarrassed to share?
If you’re a seasoned recruiter, one thing is certain: You’ve had your share of unfortunate experiences on the job. Whether you made an honest mistake or found yourself a victim of bad luck, we bet you can recount several recruiting horror stories.
Some recruiting nightmares are inescapable, but here’s some good news: many recruiting mistakes can be avoided with a few simple changes to your routine or strategy. Today, we’re looking at several common recruiting horror stories—and providing you with the steps you can take to make sure these unfortunate circumstances never happen again. Continue reading
Have you been wondering what the CPG recruitment trends for 2019 will be?
Let us tell you the truth
Amazon has an outsized influence on much of modern business (and day-to-day life for many), and it’s no different in consumer packaged goods (CPG) recruitment. Amazon’s shifted the way recruiters think about filling CPG roles:
CPG manufacturers are focusing more of their resources on enhancing the overall mobile commerce experience. This is accomplished through bolstering brand engagement, simplified ordering and enhancing overall convenience. Since most modern customers want effortless mobile experiences, they are demanding advanced search capabilities along with simple checkout options. Continue reading
Is there a best practice when using AI to hire for insurance roles?
What is the current situation?
In general, hiring in the insurance industry across North America has stabilized in recent years, with 58 percent of employers saying they plan to expand jobs into 2019. As with other white-collar industries, though, there’s still a perception of a “skills gap,” i.e. key roles are hard to fill. This can often be solved by increasing wages, but not every insurance company has the ability to do this.
As Monster.com has noted, however, insurance is often the “Rodney Dangerfield” industry, i.e. “can’t get no respect.” One of the issues is candidates not fully understanding the scope of roles. Continue reading