Ideal blog

AI for Recruiting: News, Tips, and Trends

How Recruiters Buy HR Tech: New Workology Research

Workology recently conducted the HR and Recruiting Buyer Survey to capture who the HR and recruiting professionals who purchase HR tech are and their buying process.

Here are the top 5 findings from the Workology HR tech buyers survey.

Company size
    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

7 New Insights On Today’s Talent Acquisition

HR.com and IBM Smarter Workforce Institute recently released a comprehensive report on the state of talent acquisition called, “How Organizations Identify and Hire Great Talent.”

The extensive survey included questions about HR leaders’ top hiring challenges, their time to fill, and their desired outcomes for using AI in talent acquisition.

Here are 7 new insights into today’s talent acquisition from the HR.com and IBM report summarized in an infographic:

1. 38% believe the biggest hiring challenge is losing promising candidates during the hiring process

Losing promising candidates during the hiring process was the hardest hiring challenges for 38% of respondents. Continue reading

How To Build A Better Recruiting Team

The process of building out a very strong recruiting team is often one of the biggest challenges managers face.

How can your recruiting team be more effective? Here are a few things to consider.

An intro to effective team-building

Here’s a useful article detailing five strategies for a high impact team.

There’s some good stuff in there including the power of simplicity in business. They also talk about vulnerability and humility, which are very good traits, especially for the team leader.

One interesting thing in the article is an idea that “team-building is not a cocktail party.”

What does that mean? Continue reading

A Buyer’s Checklist For AI Recruiting Software

According to LinkedIn’s Recruiting Trends 2018, 67% of recruiters say AI helps them save time, 43% believe it removes human bias, and 31% say it delivers the best candidate matches.

So if you’re in talent acquisition, investing in AI seems like a smart move. But how do you decide which AI tool is right for you?

I break it down in our new 11-point buyer’s checklist on AI for recruiting software.

Section 1: Questions for your team

Your decision making process for buying AI for recruiting software starts with the questions you ask your team (and yourself).

A good starting point is asking yourself: what’s our biggest pain point? Continue reading

3 Essential Considerations When You Buy Recruitment Tech

Have you ever heard the term “shelf-ware?”

That’s when your company buys software but no one inside the company really uses it once it’s bought, so it sits on the shelf. Get it?

Shelf-ware is extremely costly to a company. Basically, buying something for a bunch of money, never adopting it, and likely renewing it at the end of the contract.

No one wants to throw money away. So how do you make sure that the software you invest in actually gets used and doesn’t become shelf-ware?

Here are three important factors to consider when you buy recruitment technology.

#1: Integrations with your current recruiting stack

Make sure whatever you are considering purchasing integrates with your existing workflows. Continue reading

How The Best Recruiters Spend Their Time

What should you be doing as a recruiter? Most would answer this by simply shifting the word: You should be recruiting, of course.

Makes logical sense. But recruiting involves lots of different things:

    Relationship-building Sourcing Screening Scheduling interviews Conducting interviews Working with hiring managers Moving through the process Working with HR on an offer Onboarding

It’s a lot. There are theoretically 40 work hours in a work week, although many of us do work more.

Science has shown that about 55 hours/week is a hard ceiling on productivity. That’s 10+ hours/day Monday to Friday.

A percentage of that time will be taken up by calls and meetings. Continue reading

Automation In Talent Acquisition: Why Recruiters Don’t Need To Worry

The rise of AI in various industries is an interesting and far-reaching discussion.

A very small percentage of people are at the forefront of working with the technologies involved, most are aware of the potential ramifications, and some are choosing to ignore it.

AI was actually initially developed at a 1956 conference at Dartmouth University. As of yet, it’s not quite at scale.

This is what we do know, however: it’s likely AI will take away jobs. The number most reported by reputable sources seems to be somewhere between 35-47% of jobs could be automated away in the next 25 years. Continue reading

4 Major Effects Of AI On Recruiting & Diversity

While AI for recruiting’s primary function is to streamline or automate some part of the the workflow especially repetitive, time consuming tasks, one intriguing benefit is its potential to minimize unconscious bias.

Here are 4 mechanisms on how AI is reducing bias in recruiting and its effect on diversity.

1. Job Postings  

An AI technique called sentiment analysis can identify exclusionary language (e.g., aggressive, competitive, brilliant) that research has found may turn off certain groups of candidates.

For example, studies by researchers at the University of Waterloo has found job postings that use adjectives like aggressive and competitive attract fewer female candidates. Continue reading

Why You Should Be Building Proactive Recruiting Pipelines

About 5 years ago, I had the opportunity to talk to some executives at one of the biggest technical recruiting firms in North America. They pointed me towards one of their recruiters, who was generating more money for the firm than anyone, as well as bigger placements.

The funny thing was, though, she never worked on open requisitions, which was the strategy of 99% of the recruiters employed by the firm. Instead, she simply had built an amazing proactive pipeline, while it definitely took time – now she was just reaping the rewards of said proactive pipeline.

What is proactive recruiting? Continue reading