Ideal blog

AI for Recruiting: News, Tips, and Trends

Why Are You Working More Than 55 Hours/Week? (And How AI Can Help)

Research has shown that about 55 hours of work per week is a hard ceiling on productivity.

We’ve probably all had weeks where we did work more than 55 hours and we’ve probably all had weeks where we didn’t, but told everyone we did (being “busy” is often glamorized in office settings). Interestingly, in the eyes of actual research, a person who works 54 hours/week is roughly as end-goal productive as someone who works 80 hours/week. Since we all want more time with friends, family, and Netflix, let’s look a little deeper into that gap.

What’s taking more than 55 hours/week for talent acquisition? Continue reading

How Recruiters Buy HR Tech: New Workology Research

Workology recently conducted the HR and Recruiting Buyer Survey to capture who the HR and recruiting professionals who purchase HR tech are and their buying process.

Here are the top 5 findings from the Workology HR tech buyers survey.

Company size
    23% fewer than 50 employees  15% 101-250 employees 13% 1,000-5,000 employees 13% 10,000 or more employees

With almost a quarter of surveyed buyers work at small organizations of (less than 50 employees) while a quarter work at enterprises (1000 or more employees), which explains the variation in HR tech products that the market is able to offer. Continue reading

Diversity And Inclusion Technology: New Research By RedThread & Mercer

Recently, RedThread Research in partnership with Mercer, published an industry report titled, Diversity and Inclusion Technology: Could this be the Missing Link?

The goal of this research was to address five key questions:

What is D&I technology? Why are D&I technologies coming to market right now? What are the benefits and potential risks? What types of D&I technologies exist? Who are some of the players in the different D&I technology categories?

The report summarizes some of the major benefits and motives behind the increasing interest in diversity and inclusion tech including:

    More consistent, less biased, and scalable people decision-making processes Raising awareness of bias occurring in real-time and at the individual level and enabling a range of people to act on it Measuring and monitoring the impact of efforts designed to improve D&I outcomes Signaling the importance of a diverse and inclusive culture to the organization

The research covers over 100 vendors in the space divided into D&I “focus”, “feature”, and “friendly” vendors in sourcing, selection, performance management, and leadership development. Continue reading

Ideal Will Be At HR Tech 2018

Tens of thousands of HR executives will be in Las Vegas next week. That’s right, it’s that time of the year again – HR Technology Conference & Exposition!

With keynotes from Arianna Huffington and Josh Bersin, more than 450 exhibitors, hundreds of sessions, and plenty of parties, HR Tech is the can’t miss event of the year.

This year’s themes include emerging technologies such as machine learning, natural language processing, and chatbots, the rise of niche products that address specific new needs, and the consolidation of the HR tech market with all the recent acquisitions and partnerships (e.g., UltiPro acquiring People Doc). Continue reading

How to Add Talent Analytics To Your Recruitment Strategy

With U.S. unemployment rates below 4% according to the BLS, recruiters today are working harder than ever to find top talent. The last thing recruiters need is to waste their time pursuing the wrong recruitment sources for candidates.

This is just one area in which talent analytics plays a huge role in improving the speed and quality of a recruitment team.

While traditional applicant tracking systems (ATS) can provide some data that are used when analyzing recruitment teams’ effectiveness, they only tell a portion of the story such as time to fill and recruitment source used.

Talent analytics go beyond ATS data to look at the bigger picture by pulling in data from sourcing, hires, onboarding, retention, cost, and even CRM or project management tools you use to manage your hiring process. Continue reading

7 New Insights On Today’s Talent Acquisition

HR.com and IBM Smarter Workforce Institute recently released a comprehensive report on the state of talent acquisition called, “How Organizations Identify and Hire Great Talent.”

The extensive survey included questions about HR leaders’ top hiring challenges, their time to fill, and their desired outcomes for using AI in talent acquisition.

Here are 7 new insights into today’s talent acquisition from the HR.com and IBM report summarized in an infographic:

1. 38% believe the biggest hiring challenge is losing promising candidates during the hiring process

Losing promising candidates during the hiring process was the hardest hiring challenges for 38% of respondents. Continue reading

3 Areas That Workforce Analytics Create Business Value

Gartner estimates HR can boost an organization’s profit margins by 4% and drive talent outcomes by up to 23% by improving its analytical capacity. It’s not surprising then that 70% of organizations expect to increase their investment in workforce analytics in the coming years.

This renewed interest in analytics is driven by two main factors. First, our ability to collect and store vast amounts of data has dramatically increased recently with breakthroughs in computing power. Second, this increase in data collection has resulted in the rapid adoption of AI and automation tech.

The logical next step is the ability to use this data and tech to solve critical business challenges in HR and beyond. Continue reading

5 Important Stats On Candidate Experience: New CandE Research

Candidate experience is a top recruiting priority this year and there’s no better source of data on it than the Talent Board.

Their extension data collection has created invaluable benchmarks for organizations big and small. Overall, the winners of the CandE Awards demonstrate these best practices:

Listen and communicate more often. Set clear expectations about the recruiting process from pre-application to onboarding for candidates. Hold themselves more accountable for candidate experience and talent acquisition performance while measuring it regularly and consistently. Be perceived by candidates as having a fairer process (e.g., candidates believe they have been able to share why their knowledge, skills and experience deserves consideration for the jobs to which they have applied). Continue reading

4 Innovative Practices For Recruiting For Financial Services

A recent PricewaterhouseCoopers (PwC) report founds disruptive new technology, evolving customer expectations, and changing regulations are all affecting the ability of financial services to recruit the right talent for their firms.

The kind of talent that financial services now require has shifted as well. There is a greater need to build a more diverse workplace, both in terms of the kind of skills your employees possess, or in terms of their demographics such as gender, age, and ethnicity.

The new highly specialized skills coupled with the requirement of diverse candidates has made the task of recruiting for financial services more challenging. Continue reading

4 Guidelines On Choosing The Right Candidate Assessment Tool

An accurate candidate assessment tool gives you an opportunity to evaluate candidates based on their skills, knowledge, ability to perform, and behavioural style.

It becomes clear then that recruiters would benefit by using a candidate assessment tool before a face-to-face interview. But with all the candidate assessments available in the market, deciding which one to use can be confusing.

Here are 4 guidelines for making an informed decision when selecting a candidate assessment tool.

1. Define your recruiting objectives

First, it’s important to understand the purpose of an assessment tool in your hiring process and your desired outcomes. Ideally, when choosing a right candidate assessment tool for your organization the objectives include:

Primary objective

    To get quality candidates

Secondary objectives

    To make unbiased decisions To provide a great candidate experience To make your recruiting more cost-effective

Based on your desired outcomes, outline what recruiting objectives you want to accomplish with your candidate assessment tool. Continue reading