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
How does AI improve work-life balance?
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. Continue reading
With AI’s growing adoption, recruiters are enjoying the clear benefits of the increased efficiency provided by intelligent automation.
However, AI continues to capture the attention of recruiting professionals for another major reason: according to LinkedIn’s Recruiting Trends 2018, 43% believe it removes human bias.
In a new interview with Canadian HR Reporter, watch Ideal’s data scientist, Ji-A Min, explain how AI technology like Ideal can be used to reduce unconscious bias and improve workplace diversity.
Optimize Your Hiring Using AI Continue reading
There’s an increasing body of research that shows human beings don’t use our time all that well, including this study on how judges schedule their time.
One of the key findings of this research is:
“For knowledge workers and managerial positions, there is evidence from time diaries that all sorts of workers schedule their workflow ineffectively, in the sense that they tend to jump from one task to another too frequently.
They spread themselves thin, and then they achieve less than they would if they worked on something until completion.”
If you’re reading this, you’re likely in recruiting, sourcing, or talent acquisition. Continue reading
Gartner predicts that we’re going to have more conversations with chatbots than our spouse by 2020, just two short years away.
Chatbots are rapidly being embraced by organizations to fulfil time-consuming or repetitive administrative tasks.
One main reason is because chatbots have the potential to reduce business costs by more than $8 billion by 2022 according to Juniper Research. The other advantage of chatbots is their flexibility as they can be used over text and messaging apps, email, and through your company’s website.
Chatbots are already making a splash in HR, especially in recruiting. Organizations such as the U.S. Army, Georgia State University, and Sutherland are already using their own homegrown chatbots for their recruiting function. Continue reading
A big focus in recruiting in 2017 was workplace diversity.
Workplace diversity is defined as:
understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases
So what’s next?
Here are the 6 best workplace diversity trends for 2018.
1. Adopting a more diverse definition of diversity
Although gender and ethnicity are still the major focal points, organizations are starting to invest in multiples areas of diversity.
The most recent HR survey by Harvey Nash asked, “Which areas are your organization actively pursuing to be more diverse? Continue reading
2018 was undeniably the year of AI in recruiting.
And it looks like recruiters are embracing it: a recent survey from Jobvite finds that nearly 50% of recruiters feel positive about the effects of AI on their jobs while only 7% believe AI will have a negative effect.
In 2019? AI and automation are still going to be dominant themes in recruiting.
In 2018, most recruiting teams were familiarizing themselves with the concepts of artificial intelligence, machine learning, and natural language processing. In 2019, we’ll see the maturation and mainstreaming of AI functions across the recruiting lifecycle.
Here are my top 3 predictions for AI and recruiting in 2019. Continue reading
Jobvite recently published a survey on how recruiters feel about AI and automation in talent acquisition.
In recruiting, artificial intelligence is being used to streamline or automate some part of the workflow, especially repetitive, high-volume, administrative tasks.
Contrary to popular belief, the talent acquisition field seems to be embracing AI and is optimistic about its potential to improve their jobs.
Half of recruiters (49%) feel positive about the effects of AI and automation on their jobs while 42% are indifferent, and only 7% believed AI will have a negative effect.
How AI and automation are being used in talent acquisition
AI is currently being used in five main domains in recruiting:
1. 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
The logical way to think of hiring software is considering what product is going to best solve the pain points that your recruiting team has.
Unfortunately, a product-focused culture that mostly considers features and potential for customizations can miss the big picture.
It can create a sales-driven culture where sales reps click through demo bullet points. When you hear 5-10 of these presentations, you can get confused.
But what are some different approaches to picking the right hiring software?
Here are 3 considerations that would benefit you to keep in mind.
1. The hiring manager adoption rate
This is crucial for two reasons:
The actual hiring cycle process
If your company is investing in technology, metrics are going to be important. Continue reading