It used to be LinkedIn was the social network you used for your professional life and Facebook was the one for your personal life. Today, that distinction isn’t so clear.
In fact, LinkedIn groups are mostly dead these days while Facebook groups are thriving.
Here are 5 Facebook groups (in order of membership) you need to be in if you work in recruiting.
1. Recruiters Online
Description: Members must be involved in Recruiting, Sourcing, Interviewing, Hiring, HR, Recruitment Marketing, Recruiting Social Media, Career Consulting or work for a company that does this stuff. This is NOT a place to advertise your company or post your jobs. Continue reading
Predictive recruitment 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 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 recruitment analytics to screen and shortlist candidates.
The time savings might surprise you. Continue reading
Experts say that replacing an employee can cost anywhere between six months of their annual salary and two times that salary. Running thorough background checks that include professional and educational verifications can help your business avoid these costs.
How much does it cost to hire someone? Getting a specific answer to that question depends on who you ask and which sources you trust. But the general answer is the same no matter who you consult: hiring a new employee is not cheap. The True Cost of Hiring an Employee
There is a reason that high employee turnover rates are seen as a bad thing, and it’s not just that they make a business look like an unwelcoming place to work. Continue reading
The growing need for recruitment automation tools has fuelled the recent popularity in AI for recruiting.
With hiring volume predicted to increase next year but recruiting teams remaining the same size or shrinking, interest in recruitment automation will only get stronger. In 2017, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow.
Recruiting teams are also facing increased pressure to demonstrate data-based KPIs. Talent acquisition leaders are increasingly measuring their recruiting teams by quality of hire in addition to time to fill.
According to LinkedIn’s data, the most important recruiting KPIs are:
Quality of hire is the top priority for 60% of talent acquisition leaders Time to fill is the top priority for 28% of talent acquisition leaders
Advances in technology have transformed finance, sales, and marketing departments and industry experts believe recruiting technology will be the next big adoption. Continue reading
When it comes to recruiting technology, AI for recruiting is everywhere. In fact, it was the dominant theme at this year’s HR Tech Conference.
AI for recruiting technology – the application of artificial intelligence to recruiting – is designed to automate some part of the recruiting workflow whether it’s screening resumes, testing candidates, and even interviewing. The current explosion in recruiting technology represents exciting opportunities to help solve some classic recruiting headaches. But trying to make sense of it all can be overwhelming.
Here are 4 tips on picking the right recruiting technology for your recruiting needs. Tip 1: Define the problem you’re trying to solve with recruiting technology. Continue reading
The popularity of people analytics – the use of data and data analysis techniques to understand, improve and optimize the people side of business – is creating dozens of people analytics conferences around the world.
Research by Bersin has found that while 78% of large companies rated people analytics as “urgent” or “important,” only 7% rate their organizations as having “strong” people analytics capabilities.
This discrepancy represents a huge opportunity to differentiate yourself by strengthening your analytical abilities.
To help you along your people analytics journey, I’ve compiled a list of the 8 best people analytics conferences presented in chronological order. Continue reading
The Google People Analytics team is famous for their data-based HR and talent practices. All people decisions at Google should be based on data and analytics. -Prasad Setty, VP of Google People Analytics
Google recognized early on the value of creating a people analytics department to optimize the recruitment, development, and advancement of their people based on data insights.
They are clearly doing it right because today, Google employs more than 10,000 people, receives more than 50,000 resumes weekly, and ranks number one on Fortune’s 100 best companies to work.
To help you optimize your HR and talent practices like Google, here are 5 lessons from Google’s People Analytics that you can steal. Continue reading
One of the fastest growing areas of HR is people analytics. But understanding how to best leverage people analytics software can be challenging. To help you learn more, I’ve asked industry experts for their advice on best practices for using people analytics software.
Dr. Benoit Hardy-Vallée, IBM Kenexa
The best people analytics software is human judgement. The key to getting insights first starts with a true desire to answer important questions using data and evidence.
No software will provide that desire for evidence-based learning. People analytics software first and foremost needs to be able to function as a tool to empower human decision making. Continue reading
SHRM identifies people analytics for recruitment as one of the top recruiting trends of 2016.
Popularized by the Google people analytics team and with dozens of people analytics conferences around the world, it looks to be a trend that’s here to stay.
When it comes to recruitment and talent acquisition, Aberdeen’s talent acquisition survey recommends that HR “prioritize analytics” and “invest in innovative technology options.”
The adoption of people analytics for recruitment holds the promise that the recruitment function can become even more valuable and strategic within a company.
To help you along, I created this handy pocket guide on how to use people analytics for recruitment. Continue reading
#PowerUpHR: People Analytics
& Cognitive Technology
What I Got Out of the 2016 IBM HR Summit
It has been a couple days since the close of IBM’s 2016 HR Summit and I am still taking in everything I saw. At a high level, IBM’s annual HR Summit is a 3-day conference for all things HR tech.
Going in I expected to see some great keynotes but I was blown away by the passion of every person I spoke with. To see not just speakers, but all attendees so devoted to bringing data to HR was very inspiring. The event gathered entrepreneurs, engineers, HR professionals and thought leaders from around the world. Continue reading