Have you been wondering how to solve your challenges with quality of hire in your high volume hiring landscape? Unemployment is at a low, and it’s time to take action to ensure you hire the right people.
The landscape around high-volume hiring
Look at the lines representative of “unemployment” and “jobs added” in America from 2008 to 2017:
2009 wasn’t a great time for companies, as they were immediately post-recession and laying people off like crazy, hence the 9.9% unemployment rate. Only about 129,000 jobs were added on average per month. You could argue that’s a good time for recruiters, though: while their companies might be in a hiring freeze, there’s still a huge amount of available talent on the market — at least 1 in 10 people, and more not represented in these stats (i.e. Continue reading
Is this the best job market ever? And what does that mean for hiring?
This question has been circling around North America for a bit now. The Wall Street Journal just referred to this period as “the hottest job market in a half-century,” which was primarily a reference to the U.S. job market. The U.S. job market has added jobs for 100 consecutive months, and is broadly seen as “hot,” although there’s some nuance to that which we’ll discuss in a second.
The Canadian job market is also seen as surging, largely based on a massive uptick in private-sector hiring, although again, there’s some nuance to all the good news. Continue reading
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
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
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
Learn Ideal’s story from Co-founders Somen Mondal and Shaun Ricci, and Director of Marketing Kayla Kozan, who share some of the benefits customers are enjoying from using our AI for recruiting:
Specifically, how recruiters are using Ideal to:
Reduce time to fill from 34 days to 9 days
Reduce cost per hire by 70%
Increase their efficiency by 4X
Optimize Your Hiring Using AI 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
Visit Ideal.com at The Startup Pavilion, Booth 1246DD
We wait for it all year—alongside hundreds of employers, thousands of attendees and a long list of incredible keynotes. With so much going on all at once, it can be pretty overwhelming.
Here are our 3 tips for getting the most out of the HR Tech Conference:
Ideal’s 3 Ways To Hack HR Tech 2016:
#1) Wake Up Early, Go To Bed Late
It’s a jam-packed week. If you’re not attending a session, you’re probably walking the tradeshow floor or grabbing a drink with one of your customers. We try to fit in as much time with our customers as possible. Continue reading