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 a candidate experience platform really a thing?
Indeed, it’s becoming one. Increasingly in the HR Tech and Human Capital Management System market, you’re seeing companies design candidate experience platforms, which are recruiting solutions with a focus on the candidate’s steps foremost in mind.
To understand this market shift, we need to unpack a few ideas first. First: let’s define candidate experience.
What is candidate experience?
The basic idea is treating any job applicant (candidate) to your company in a respectful, transparent manner. This includes:
Letting them know where their application stands
Communicating with them and answering questions about the process
If they don’t get the job, offering some degree of context or explanation
Not spamming them with product/service emails just because they’re in the database as a candidate
Showing up for interviews and other appointments during the process
All of the buzz surrounding the idea of “ghosting” in the hiring process is the opposite of candidate experience. 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
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
True fact: it really is possible for AI to increase female representation in tech.
Female representation in tech
Gender diversity in the tech industry has been a major issue for over two decades now.
The numbers don’t add up. The EEOC reports that women currently make up roughly 56% of the overall workforce. However, only about 28% of proprietary software jobs are currently held by women.
Why is it important to have women in tech?
Various reports, including one from Catalyst and one from McKinsey, have shown that companies with more female leadership tend to outperform both their market and their rivals. 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