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
AI for recruiting is a game changer: 96% of HR professionals believe AI has the potential to greatly enhance talent acquisition.
But…what the heck is AI anyway? I asked a group of recruiting experts for their top questions about AI.
Learn more on AI’s impact on recruiting in my video:
The #1 question recruiters have is: will AI replace us? Learn the surprising answer to this question in above!
Optimize Your Hiring Using AI Continue reading
The competition for talent is fiercer than ever, with 68% of recruiters reporting they have difficulty finding full-time employees. In today’s environment, it can be challenging to come up with recruitment strategies that make your jobs stand out from the rest.
Here are 6 genius recruitment strategies you can try to attract interested candidates.
Recruitment strategy #1: Duplicate your top performers using tech
One of the best recruitment strategies is duplicating your top performers. You already know what works well at your company, so why not duplicate it?
Of course, this is easier said then done and without the help of the right tool, it’s hard to do manually and scale. Continue reading
According to Josh Bersin, artificial intelligence (AI) is one of the fastest growing areas of recruiting.
Check out 12 revealing stats on how recruiters feel about AI in our new infographic below.
What is artificial intelligence?
Artificial intelligence are abilities such as learning, perception, and problem-solving exhibited by machines.
Examples of AI in our daily lives
Voice-enabled chat, search, and personal assistance: Siri, Alexa, Google Home, Cortana
Machine learning-powered pattern matching: Netflix, Amazon, Spotify
Chatbots: online customer support, Slack bots, Facebook bots
What is artificial intelligence for recruiting?
AI for recruiting is an emerging category of HR tech that’s designed to automate or streamline some part of the recruiting workflow, especially repetitive, high-volume tasks. Continue reading
The “hiring is broken” reputation is a hard one for recruiters to shake and the hiring process is only predicted to become even harder this year.
To help you maintain your recruiting sanity, I’ve compiled a list of 6 fixes to improve your hiring process summarized in an infographic below.
1. Attract more candidates by promoting your employer brand
A LinkedIn survey found the #1 obstacle for job seekers changing jobs is “not knowing what it’s really like to work at the company.”
This uncertainty is a big reason why recruitment marketing has become so popular. As a central part of recruitment marketing, your employer brand is a reflection of your company’s culture, values, and mission. Continue reading
With hiring volume up this year, recruiters are investigating new AI recruiting innovations to efficiently and creatively manage their increased workflow.
The eagerness for bigger and better tools has led to this rise in AI in recruiting: the application of artificial intelligence such as machine learning, natural language processing, and sentiment analysis to the recruitment function.
The interest towards adopting AI in recruiting is similar to why it’s becoming popular everywhere else – to automate or streamline parts of the workflow, especially time-consuming, repetitive tasks that were previously difficult or impossible to do.
Recruiting software that uses AI technology is presenting new opportunities for doing things differently. Continue reading
Often used to measure recruiting efficiency, time to hire is the number of days between first contact with a candidate to the day the candidate accepts the offer.
Workable’s data finds the average time to hire in the US is 24 days (compared to 41 days for time to fill), ranging from 17 days for healthcare roles to 32 days for product management roles.
Although some experts argue reducing time to hire isn’t always beneficial, a recent survey found 52% of recruiters believe a lengthy hiring process is the biggest obstacle to adding headcount.
In today’s competitive talent market, hiring success will depend on intelligently automating and streamlining the recruiting process. Continue reading