Have you been wondering which HR Tech trends to focus your energy on? We’ve rounded out the most important trends for 2019.
What are HR leaders seemingly thinking about?
Per research from Gartner, here’s a slide about the priorities of HR leaders currently:
If you break down this list into broader categories, here’s what you come to:
Skills of your people
Skills of your people
Experience of your people
Talent in the context of diversity
You could argue (2) — about building a leadership bench — is also a “talent” issue, as is “building critical skills” (although that’s more about learning and development). Continue reading
Are you trying to make a case for diversity and inclusion in your organization?
No organization will actively reject the idea that diversity and inclusion programs are good things for their business.
Once you get past the “OK, no one is outwardly saying no to this idea” phase, you get to more complicated ground, though: what are companies actually doing about diversity?
And then you come to this: can you actually build a business case around diversity and inclusion? What does that look like?
Follow the bouncing ball
The first important situation is simply dealing with standard organizational process. To put anything in play at most companies, you need to present a business case. Continue reading
Have you been wondering how the rise of AI began to trend and spread across the globe?
The rise of artificial intelligence
Consider the Industrial Revolution, which lasted somewhere from 60-80 years. Some are calling the current period “The Fourth Industrial Revolution.” Largely expected to be driven by artificial intelligence (AI) and data analysis, this Fourth Industrial Revolution will be compressed into the lifespan of a beagle.
This means absolutely massive changes for how we work and design processes within our work. AI, specifically, is already beginning to have a large impact in recruiting and hiring.
It is helpful now to look at where AI has been, where it’s at now, and where it might be going. Continue reading
Is 2019 the time to improve your high-volume hiring?
Amazon is perhaps the biggest player in the high-volume hiring game among established enterprise companies, to the point that Googling “high-volume hiring” gets you their Force site for that exact function.
They’re not the only player in the high-volume hiring world, though: Lockheed Martin recently met a high-volume commitment, and it’s very common seasonally.
So, if you’re in that world and need hundreds — or thousands — of people within a narrow time window, what do you need to do to be successful?
The obvious buckets
As with any recruiting process, you need to make sure you:
Communicate: This means being clear with candidates about timelines and expectations, but also making sure you are clear about times and locations for any large-scale events. Continue reading
Wait, is AI actual helpful when hiring in retail banking?
It is, we promise
The Baby Boomer exodus is hitting financial services roles harder than most industries. We’ve touched on the issues around the exodus in the insurance industry, and now let’s look at what’s happening with retail banking. For context, retail banking is what you most often think of when you think of banking: mass-market, customer-focused, and centered on going into a branch and completing transactions.
What roles are typically available in retail banking?
There are dozens, but the big buckets include:
Client Service Reps
The commonality of those roles: communication and customer service. Continue reading
Is hiring for CPGs – consumer packaged goods – roles any different than hiring and sourcing in general?
So is it different?
First, by way of quick definition: CPG typically refers to merchandise that customers use up and replace on a frequent basis; examples include packaged foods and household items like Oreos and Tide. The CPG industry is one of the largest in America, with an annual value exceeding $2 trillion.
At the 35,000-foot level, hiring and sourcing for CPGs is similar to other industries and verticals. But CPGs also have a need for very specific skill sets, which we’ll address first. Continue reading
Are you struggling to have control over all of your open requisitions?
The problem and why it exists
True story: at a trade show in 2018, we met one recruiter from an organization in Florida who was outpacing all her colleagues in terms of billing by a factor of fifteen to one. Yes, it was third-party and not in-house, but her revenues were amazing. And none of her colleagues could figure it out. She never seemed to fill open reqs. How was she billing so much?
Short answer: she had the clients. But she was so good at building proactive pipelines that clients were coming to her before an open req and she was finding them the ideal person. Continue reading
Sourcing – finding and qualifying candidates who have not applied directly to an open role – is the second best hiring source, accounting for up to 33% of hires.
Korn Ferry’s latest survey found 69% of talent acquisition professionals believe using AI as a sourcing tool has resulted in higher quality candidates.
Clearly, recruiters that leverage technology like AI for candidate sourcing have an advantage in today’s tough talent market.
Here are the 3 major benefits recruiters are enjoying by using AI in sourcing.
Benefit #1: Freeing up recruiters’ time
According to Korn Ferry, recruiters are seeing the value of using AI in sourcing:
48% state AI is making their job easier
40% believe AI provides valuable insights
27% say AI has freed up their time
Entelo’s data shows the average talent acquisition professional spends about 1/3 of their work week sourcing candidates for a single role, which is around 13 hours a week. Continue reading
There are two sides to most AI staffing discussions.
The first side is the business productivity one: 70% of staffing firm executives, for example, believe that AI staffing will play a role in improving recruitment.
Infosys completed a survey of 1,600 business and IT executives and most noted the potential of AI staffing, with 85% indicating they’d train employees on the benefits and uses of AI.
So that’s all good. There is legitimate potential for more recruiting productivity using AI staffing.
But the other side of the coin is the fearful one: if AI staffing truly gets to scale, will human recruiters be phased out? Continue reading
Recently, I got the chance to appear on CGTN America for a live panel discussion on how AI is changing the global recruiting industry.
My co-panelist was Steve Parker, Director of Global Technology for Allegis Global Solutions, a recognized expert on AI in recruiting.
Together we discussed:
the intersection of AI and recruiting and how AI is changing HR
the financial impact of AI (hint: it’s in the trillions of dollars)
the benefits customers of AI are seeing (e.g., hundreds of hours saved screening resumes)
how companies like Ideal are addressing and correcting for bias in their AI and machine learning models
Optimize Your Hiring Using AI Continue reading