Ideal blog

AI for Recruiting: News, Tips, and Trends

4 Major Effects Of AI On Recruiting & Diversity

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

4 Innovative Ways Companies Are Using AR In Recruiting

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

4 Departments Talent Acquisition Should Partner With

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

4 Exciting Benefits of Using Candidate Discovery

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

Why You Should Be Building Proactive Recruiting Pipelines

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

Recruiting Benchmarks 2018: New Jobvite Data

Industry leader Jobvite just released their annual recruiting benchmark report.

Overall, their YoY numbers show fewer interviews, more offers, and more candidates hired in 2017. Recruiters conducted fewer interviews to get to an offer: the number of interviews decreased while the number of offers increased.

Jobvite has three explanations for these improved conversion rates:

    Fewer applicants in today’s competitive talent marketplace. More data and tools like AI to help recruiters find and screen candidates more quickly. Recruiters are better equipped to screen out unqualified candidates earlier so candidates who reach the interview stage are more qualified.

Let’s take a closer look at their conversion rates for 2017 below. Continue reading

Is Time To Hire Still A Key Recruiting Metric?

If you work in a tech-driven atmosphere, time to hire is still important, even increasingly so. A lot of tech organizational planning is based on road maps and sprints with sequential budgets (e.g., Project A must be finished before Project B can commence).

If this how you’re doing planning and budgeting, speed in hiring is crucial. You need to get the right people – and fast. This means thinking really strategically about remote workers, salary bands, how to source effectively, and everything else that would go into a quality hire discussion.

But there’s another school of thought, embraced by people such as Malcolm Gladwell, that recruiters have too much of a focus on speed, and should slow down and think more about what they actually need. Continue reading

3 Facts To Know When Recruiting Women To Your Company

A recent analysis of 500 million candidate profiles by Entelo found that 18 percent of tech roles are held by women in the U.S., while only 10 percent of tech executives are women.

The difficulties of recruiting women aren’t just limited to the tech sector, however. 

Here are 3 facts to understand when recruiting women to your company.

Fact #1: Women are attracted to equal opportunities more than workplace flexibility 

A new survey by Indeed found only 49% of women feel that both genders are treated equally in the workplace. 36% of women surveyed say they’re paid less and 59% of them report receiving fewer opportunities than their male counterparts. Continue reading

5 Future-Proof HR Trends And Technologies

Huge shifts are expected in HR in terms of the way technology is used to identify, connect, engage and replace people.

For a long time, the role of technology has been limited to facilitation of daily tasks. But technology is now set to take an all-inclusive role in your company.

Here are five future-proof ways in which HR practices will evolve.

HR practice #1: Blind hiring

Lately, the US tech industry—more specifically, Silicon Valley—has been rife with accusations of workplace bias. The question on the minds of HR managers is how to minimize such controversies. To do so, many have adopted the practice of blind hiring. Continue reading

GDPR & Recruiting: 6 Details Every Recruiter Should Know

On May 25, 2018, enforcement of the General Data Protection Regulation (GDPR) begins affecting any company that does business in the European Union (EU).

The GDPR is a comprehensive European data protection law designed to provide EU residents more control and privacy over their personal data.

Whether or not you are geographically located within the EU, the GDPR affects you as long as you are collecting, processing, and storing personal data of people who live there.

Personal data of data subjects includes names, photos, email addresses, bank details, posts on social networking websites, medical information, and even computer IP addresses. Continue reading