Artificial intelligence is gaining a lot attention in all areas of our lives including the workplace.
A Pew Research survey found that for U.S. adults who said they would want to apply for a job that used a computer program or algorithm to making hiring decisions, the #1 reason was because they believed it’d be more fair and less biased than humans.
Ji-A Min, Ideal‘s Head Data Scientist, spoke with Matthew Braga, CBC The National’s Senior Technology Reporter, for a story on how AI is being used to overcome bias in hiring.
See the full story below.
Optimize Your Hiring Using AI Continue reading
SaaS (“software as a service”) recruiting software refers to on-demand software, whereby the database and features are hosted in the cloud.
It’s essentially the prevalent model of recruitment software delivery right now.
The benefits of SaaS recruiting software
Cost effectiveness: You save money because SaaS recruiting software doesn’t need IT infrastructure, maintenance, or staffing costs. All of that is handled by the provider and baked into your subscription cost, but said subscription cost is likely to be significantly less than the implementation and overhead costs of infrastructure and maintenance.
“Hit the ground running:” You can import existing data fairly easily, and because you don’t need to install and implement the software yourself (the provider does it), you can be up and running in hours. Continue reading
2017 was the year of AI and automation technologies, unconscious bias and workplace diversity, and candidate experience in recruiting.
With the continually improving economy and unemployment at a 16-year old low, what will the new year bring?
Here are my top 4 recruiting trends for 2018.
1. Hiring volume continues to increase
In 2017, 56% of recruiting teams predicted their hiring volume would increase.
A recent survey by Indeed found that hiring will continue to increase in 2018: 61% of recruiters expect to hire more people in 2018 than they did in 2017, while 29% expect to maintain current headcount, and only 10% are planning to reduce their hiring. Continue reading
2017 was undeniably the year of AI in recruiting.
And it looks like recruiters are embracing it: a recent survey from Jobvite finds that nearly 50% of recruiters feel positive about the effects of AI on their jobs while only 7% believe AI will have a negative effect.
In 2018? AI and automation are still going to be dominant themes in recruiting.
In 2017, most recruiting teams were familiarizing themselves with the concepts of artificial intelligence, machine learning, and natural language processing. In 2018, we’ll see the maturation and mainstreaming of AI functions across the recruiting lifecycle.
Here are my top 3 predictions for AI and recruiting in 2018. Continue reading
Few things in business life are as crucial as acquiring the right talent for your company. It’s perhaps ironic that in an increasingly technology-driven world, work is more and more a people-centred affair.
Recruitment is a skill like any other, and like all skills it requires training, experience and discernment. It also involves developing a network of contacts and building relationships with talent. Then there are the resources involved in delivering effective recruitment.
There comes a point in your company’s development when you have to decide whether you want to handle the recruitment process in-house or do you want to outsource it to a recruitment agency. Continue reading
Jobvite recently published their 2017 Recruiting Funnel Benchmark Report, an analysis of data from over 50,000 posted job listings, 15 million job applications, and 69 million job seekers.
Phew! That’s a lot of data.
Having an accurate grasp of your recruiting metrics is important for optimizing your processes and showing the business value of your recruiting activities.
An important aspect of assessing metrics is knowing where you stand compared to industry benchmarks.
Here are the stats from Jobvite’s 18-page report I thought were the most insightful. How does your recruiting process compare?
Applicants per open req
The number of applicants per open req is going to vary greatly depending on the size of your organization, the industry, and the role. Continue reading
The definition of an HR screening tool is changing these days.
Back in 2000, SHRM listed the #1 screening tool as employment verification. In 2015, the top HR screening tool was the ATS.
In the last 2 to 3 years? A lot has changed.
Some have argued AI is the new electricity:
“About 100 years ago, electricity transformed every major industry. AI has advanced to the point where it has the power to transform every major sector in coming years.”
-Andrew Ng, founder of the Google Brain Deep Learning Project
Looking at the financial history of AI, there was $5B in funding in 658 companies in 2016. Continue reading
Jobvite recently published a survey on how recruiters feel about AI and automation in talent acquisition.
In recruiting, artificial intelligence is being used to streamline or automate some part of the workflow, especially repetitive, high-volume, administrative tasks.
Contrary to popular belief, the talent acquisition field seems to be embracing AI and is optimistic about its potential to improve their jobs.
Half of recruiters (49%) feel positive about the effects of AI and automation on their jobs while 42% are indifferent, and only 7% believed AI will have a negative effect.
How AI and automation are being used in talent acquisition
AI is currently being used in five main domains in recruiting:
1. Continue reading
Name the first country that comes into your head. I bet there’s a unique employment law there.
In the U.S., it can be quite the challenge understanding all the laws and regulations governing compliance and adverse impact in recruiting at the federal, state, and city levels.
It’s likely not any easier in countries around the world.
To highlight some of the strangest employment laws around the world, I put together this helpful infographic by Legacy Citizenship.
In America—one of the most developed countries in the world—employees can find themselves restricted to their desk the entire day. They can’t even take bathroom breaks when they want! Continue reading
The HR tech market, including candidate sourcing software, is estimated to be $14 billion globally – and rising.
The rise of artificial intelligence, while not fully at scale, seems to be the next major turning point in the HR tech marketplace.
While there are now hundreds of different vendors offering slightly different solutions, what really needs to be addressed are some core pain points on the talent acquisition side.
The core pain point of recruiters
“Sourcing qualified candidates” comes in as the #1 stressor for recruiters in almost every survey.
This is only logical: good sourcing takes a lot of time, especially manual searches using Boolean strings and LinkedIn, and good sourcing never stops. Continue reading