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
Is it really possible for your recruiting strategy to impact your brand?
Employer branding is a vital piece of the hiring puzzle when it comes to organically attracting talent. Because human capital is an organization’s biggest asset, attracting the right kind of talent is a cornerstone to long-term growth, innovation, and overall company health.
Targeted recruiting tactics can tap into pools of talent that best align with an organization’s culture and values. But what happens when the talent you’re trying to recruit doesn’t see you in the same light? Your employer branding can make or break your ability to pick up the right people. Continue reading
Are flawed recruiting tactics truly fixable?
It’s the same thought all over: “Good talent is hard to find.”
However, why this old saw holds true for today’s employers varies. Candidates drive today’s market as unemployment is at a 30-year low, and 60 percent of job seekers are finding positions within two months of beginning their search. The truth is this: the market is tight for companies looking to attract and retain the best employees possible.
Employers have to bring their A-game when it comes to hiring the most qualified team members. However, a significant hurdle for many companies may be that they are holding onto harmful and flawed recruiting tactics. Continue reading
Is recruiting now longer your typical 9-5 job?
It’s no longer a 9-5
To say that technology has changed the traditional 9-to-5 is overly simplistic. Each new invention or improvement on existing internet technologies brings a new wave of innovation across all industries, and recruitment is no different.
Business is already undergoing rapid change, and is no longer relegated to the Monday to Friday “grind.” Case in point: a recent Gallup survey found that 35% of current employees would quit their job for the chance to move into a role that offered full-time remote or flexible work.
As these younger generations – known as Millennials and Generation Z – begin to enter the workforce, non-traditional working cultures are already starting to become the new normal. Continue reading
Is machine learning adoption in HR starting to feel more like a necessity than an experiment?
The rate of AI and machine learning adoption is drastic
A recent article from Deloitte outlines several key insights that are extremely valuable for people interested in learning more about AI. The fact of the matter? Adoption is increasing drastically, and the level of support for AI is only going to increase. In HR tech, cognitive technologies are using to improve quality of hire, and to reduce time to fill.
From their extensive analysis, Deloitte found three impressive insights regarding adoption of AI in enterprise:
#1: Early adopters are ramping up their AI investments, launching more initiatives, and getting positive returns. Continue reading
Ideal’s CEO Somen, COO Shaun, CTO Matt, and VP Product Jason explain how Ideal‘s artificial intelligence was designed to help recruiters.
Learn why Ideal uses artificial intelligence, how Ideal’s AI uses recruiters’ feedback to learn and improve over time, and how recruiters use Ideal to screen and shortlist candidates instantly and effectively.
Optimize Your Hiring Using AI Continue reading
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Today’s hot topic: Resume screening
using artificial intelligence.
AI for recruiting has been making headlines lately—but what does it actually mean? We’re taking a look at just one of the real-life uses that could change the way you screen, interview, and hire.
Manually screening resumes is tedious, tiresome work, especially when 75% – 88% of resumes received are unqualified. Furthermore, manually screening resumes often lacks standardization and can fall prey to unconscious biases.
Artificial intelligence that auto-screens thousands of resumes in minutes.
Candidates are screened with near perfect accuracy and presented to the hiring manager in order of interview priority. Continue reading