Has the idea of a skills gap been brought up in your organization?
Does a skills gap exist? And what should you do about it?
The idea of a “skills gap” has gotten considerable attention in the past year or so. The basic argument is very logical: Technology is evolving rapidly, and that’s created “gaps” where employers need specific skills, but it’s increasingly hard to find them. Considering the Internet itself is only 30 years old and many professions today have Internet skills/capabilities tied to them, it makes perfect sense that the “skills gap” must exist.
Or does it not?
There are arguments to the contrary on the skills gap
Recently there have been a number of discussions on the idea that the skills gap never really existed, notably here and here. 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
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
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 2018 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 2019.
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