Is there a best practice when using AI to hire for insurance roles?
What is the current situation?
In general, hiring in the insurance industry across North America has stabilized in recent years, with 58 percent of employers saying they plan to expand jobs into 2019. As with other white-collar industries, though, there’s still a perception of a “skills gap,” i.e. key roles are hard to fill. This can often be solved by increasing wages, but not every insurance company has the ability to do this.
As Monster.com has noted, however, insurance is often the “Rodney Dangerfield” industry, i.e. “can’t get no respect.” One of the issues is candidates not fully understanding the scope of roles. 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 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. With 62% of companies adopting AI by the end of the year, what’s stopping you from being on the leading edge of a technological revolution? 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
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
HR and Recruiting Buyer Survey to capture who the HR and recruiting professionals who purchase HR tech are and their buying process.
Workology recently conducted the
Here are the top 5 findings from the Workology HR tech buyers survey.
23% fewer than 50 employees
15% 101-250 employees
13% 1,000-5,000 employees
13% 10,000 or more employees
With almost a quarter of surveyed buyers work at small organizations of (less than 50 employees) while a quarter work at enterprises (1000 or more employees), which explains the variation in HR tech products that the market is able to offer. Continue reading
Tens of thousands of HR executives will be in Las Vegas next week. That’s right, it’s that time of the year again – HR Technology Conference & Exposition!
With keynotes from Arianna Huffington and Josh Bersin, more than 450 exhibitors, hundreds of sessions, and plenty of parties, HR Tech is the can’t miss event of the year.
This year’s themes include emerging technologies such as machine learning, natural language processing, and chatbots, the rise of niche products that address specific new needs, and the consolidation of the HR tech market with all the recent acquisitions and partnerships (e.g., UltiPro acquiring People Doc). Continue reading
HR Policy Recruiting Software Initiative Review Board Identifies Innovators in the Field of Human Resources Automation and Software Solutions
Washington, D.C. – The HR Policy Association, the leading organization representing over 380 Chief Human Resources Officers at the largest corporations in the United States, is pleased to announce that its Recruiting Software Initiative (RSI) has awarded Ideal with a Badge of Excellence for Justification. Talent acquisition leaders from nearly 20 HR Policy member companies assembled at the beginning of 2018 to create the RSI Review Board to identify innovators whose products and services deserve consideration by Chief Human Resource Officers of large corporations. Continue reading
Ideal integrates with iCIMS Talent Acquisition Suite
TORONTO, October 31, 2017 – Ideal, an artificial intelligence (AI) for recruiting company, today announced a partnership with iCIMS, Inc., a leading provider of cloud-based talent acquisition solutions.
Ideal’s AI-powered Intelligent Virtual Assistant now offers a simple integration into the iCIMS Talent Platform, a suite of talent acquisition tools that enables organizations to source, screen, and employ the best talent for their ever-changing business needs. The partnership offers a seamless transfer of screened and shortlisted candidates from Ideal, into the iCIMS Talent Platform, where recruiters can manage the hiring process from start to finish, all within a single platform to power better data analytics. Continue reading
Ideal, AI for recruiting software, raises $3M to accelerate the capabilities of their virtual recruiting assistant and streamline high-volume hiring
TORONTO, August 29, 2017 – Today Ideal, an AI for recruiting company, announced the completion of a $3M financing round that will be used to accelerate the capabilities of their AI and onboard new customers faster. The round was led by prominent investors including Mike Durland, Michael Hyatt and Richard Hyatt, alongside the MaRS Investment Accelerator Fund, a fund based at MaRS Discovery District in Toronto.
“We are thrilled to be able to work so closely with our investors and the MaRS Investment Accelerator Fund. Continue reading