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
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
It’s been called the #1 mistake in recruiting: the failure to mine your existing resume database to find candidates for open roles.
This is why candidate discovery, the ability to automatically screen previous candidates in your ATS and match them to a current open req, is one of the most intriguing new functions in recruiting.
Companies collect thousands – or even millions – of resumes over the years. But once these resumes go into your ATS, the majority of them are never looked at again. This is because ATSs weren’t originally designed to have this type of function. Although most ATSs allow you to use keywords and Boolean searches, they have two major limitations:
False positives: finding candidates who are not actually the most qualified ones due to resume keyword stuffing
False negatives: ignoring candidates who are qualified due to overly specific (or inaccurate) keywords and searches
Candidate discovery is different because it uses AI to find previous candidates in your ATS using in 4 steps:
Step 1: Integrates into your existing ATS to add a layer of intelligent sourcing functionality. Continue reading
In 2019, hiring volume is again predicted to increase with 61% of recruiters expecting to hire more people.
According to SourceCon’s State Of Sourcing Survey, increased hiring volume coupled with stagnant recruiter headcount means the most important trend to learn and understand for recruiters are tools and technology.
Watch our video on the 6 best recruiting tools today:
Here’s a list of the 6 best recruiting tools you should be using in 2019 summarized in an infographic.
Recruiting tool #1: AI for screening
2018 was the year of AI and automation tools and adoption will only pick up steam in 2019. 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
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
An important recruiting metric, time to fill is the number of days between the day a job requisition is approved until the day an offer is accepted by the candidate.
SHRM’s latest recruitment survey reports the average time to fill is 41 days. But with hiring volume increasing this year and top candidates staying on the job market for only 10 days, recruiting teams are under pressure to reduce their time to fill.
iCIMS’ data breaks down the time spent on each step of the hiring process:
23% HR Screening
37% Hiring Manager Review
This means 63% of the recruiting cycle is directly under your control to streamline or automate. Continue reading