Today’s HR leaders are expected to do more with less. Jane Wang, CEO of Optimity, and Ji-A Min, Head Data Scientist at Ideal discuss how HR tech can help in Work Smarter Not Harder: 2 New HR Technologies to Make Your Job Easier.
In this webinar on you’ll learn how to:
work smarter with HR tech that automates resume screening and candidate shortlisting to tackle the #1 challenge in talent acquisition
work smarter with HR tech that promotes healthy habits to boost productivity and employee engagement
Link to the full slides here.
A digital hiring model
A survey of talent acquisition leaders found that 52% struggle with identifying the right candidates from a large applicant pool. Continue reading
Hiring is hard: from attracting top candidates, to assessing fit, to interviews, it’s a massive time investment. If you don’t have a well thought out onboarding process for your new sales reps to ramp up effectively, you put all the hard work you invested in your hiring efforts, and the overall success of your department, at risk.
Here are 5 critical tips to keep in mind as you plan your new sales rep onboarding.
1. Develop a clearly defined and scalable sales process.
You have to have a well thought out and proven sales process developed before you bring on new sales reps. Continue reading
HR is a constantly evolving field and it can be challenging to keep on top of the latest HR trends.
That’s why we teamed up with HR Expert Cathy Missildine, SPHR, the President of SHRM-Atlanta, to present a webinar on The 5 Newest Trends In HR – And Why You Should Care.
In this 45-minute webinar, you’ll learn more about:
1. Blind Hiring & Biases
How to use blind profiles, blind tests, and blind interviews
How blind hiring decreases biases in hiring and increases diversity hiring
2. Predictive Recruitment Analytics
How using predictive analytics to automate screening and shortlisting candidates can save you 23 hours per hire
3. Continue reading
HR Industry Leaders Reveal Their Predictions For Attracting Top Talent
With the advent of modern HR solutions such as predictive hiring algorithms, the power, accuracy and overall usefulness of recruiting software is growing by leaps and bounds. Many believe we are at a tipping point where the entire role of recruiting will be forever changed as next generation software solutions gain mainstream adoption in the market.
To help inform our readers, the team at Ideal interviewed some of the top HR thought leaders from around the globe on their views and predictions for the future of recruiting software and, specifically, predictive hiring solutions. Continue reading
Recruiting for sales has always been challenging and it’s only getting harder with the current candidate-driven job market. Getting sales recruitment right is so important because your company’s revenue is directly tied to the quality of your sales hire.
When you don’t have sales recruitment expertise yourself or otherwise in-house, it makes a lot of financial sense to find a great external sales recruiter to help.
Here’s a handy checklist of 5 things to look for when choosing a sales recruiter who’s right for you.
1. Understands the profession of sales
Sales is a complex and evolving profession. A great sales recruiter needs to understand both the big picture and the details of what’s going on in sales whether it’s the growing importance of the SDR, what competitive salaries in your market look like, and what salespeople are looking for in a sales role. Continue reading
Predictive recruiting analytics promises to make recruiters’ lives easier by automating the low-value admin work of recruitment and hiring. Experts suggest “the best approach to hiring could be using predictive analytics to better inform human recruiters.” But what does that mean for you as a recruiter practically speaking?
A simple way to quantify the value of predictive recruiting analytics is how much time it can save you per hire. Take a look at our new infographic below to see how much time you can save using predictive analytics to pre-screen and shortlist candidates. The time savings might surprise you! Continue reading
53% of hiring managers say it’s difficult to find Millennials. This is a big problem because understanding and engaging Millennial talent is crucial these days: Millennials are 46% of B2B buyers and nearly 50% of the workforce.
This is why our own Shaun Ricci, COO of Ideal teamed up with Brian Trautschold, COO of Ambition for an in-depth webinar on How to Attract, Retain and Maximize Millennial Sales Talent.
In this webinar, Shaun and Brian will teach you best practices on:
how and where Millennials are more likely to look for sales jobs
reducing your time-to-hire by 40% by automating candidate screening
using the R.I.G.G.S. Continue reading
New methods of hiring such as using data to hire and hiring with an algorithm are disrupting traditional hiring.
Here are 3 differences between traditional hiring and hiring with an algorithm – and their outcomes – summarized in our new infographic: Traditional Hiring Vs. Hiring With An Algorithm
Looking to hire salespeople who are the right fit for your sales role, team, and company culture? Use Ideal.com’s hiring algorithm to automate candidate sourcing and duplicate your top sales performers. Sign up for a risk-free trial now. Continue reading
Blind hiring is considered one of the best solutions to fight unconscious biases that interfere with hiring the best candidates and hiring more diverse candidates. So how does blind hiring sales reps work?
Blind hiring sales reps can be conducted using 3 main practices: anonymous profiles, anonymous sales tests, and anonymous interviews.
The benefits of blind hiring sales reps through anonymous candidate profiles & resumes
The first step in creating a blind hiring process is removing identifying information from candidates’ profiles and resumes such as names and photos. Anonymizing profiles allows you to make hiring decisions free from unconscious biases about candidates’ race, gender, age, and other characteristics that are not necessarily related to sales performance. Continue reading
Many companies are looking to recruit a more diverse sales team: a recent survey by the Society for Human Resource Management found that 57% of HR professionals say their recruiting strategies are designed to attract diverse candidates.
A Glassdoor survey found that 67% of active and passive job seekers said that diversity is an important factor when considering companies and job offers. This means that candidates are evaluating how diverse your company and sales team are during their job search research and interview process.
Research on more than 500 organizations has found that diversity increases sales revenue:
every 1% increase in gender diversity is correlated with a 3% increase in sales revenue
every 1% increase in racial diversity is correlated with a 9% increase in sales revenue
So diversity pays – literally. Continue reading