Ideal blog

AI for Recruiting: News, Tips, and Trends

Recruiting Horror Stories And How To Fix Them With A.I.

Have you been wondering if your recruiting horror stories are things that only happen in your company? Trust us, they aren’t.

There are any number of recruiting horror stories in the world. The whole reason that “candidate experience” has become such a big concept in the last 3-5 years is that, well, oftentimes candidates were receiving either no experience or a very negative one, and that was harming companies. They were losing access to top talent and harming their brand and bottom-line. Now more people are discussing how to treat candidates, and that’s a welcome change.

We decided to comb LinkedIn and the Internet (and some of our friends and family) for recruiting horror stories, then show you how they can be fixed with better processes and products. Continue reading

Have You Mastered Recruiting In Banking?

Is recruiting in banking something that you’ve thought about at at your organization?

Like almost every industry these days, banking is changing a great deal and becoming more technologically-focused. The disruptive arm of the financial services industry is called — logically — “fintech,” and it’s already making a pretty big dent. Millennials and Gen Z, broadly-speaking, are either quick to change banks or abandoning banks altogether, which will consistently adjust the broader industry in the next 10-15 years.

As the industry evolves, though, what about recruiting within the industry? What do you need to know there?

Some broader ideas about recruiting for the banking industry

The good thing for recruiters focusing on banking is that finding people — the sourcing part of the equation — is usually easier than in other industries. Continue reading

Guest Blog – Quality Of Hire vs. Time To Hire

Have you been wondering about what the quantitative difference between quality of hire and time to hire is?

Recruitment involves dozens of metrics. It’s easy to fixate on each one without improving the hiring process. But there are two metrics that employers tend to value: quality of hire and time to hire.

We’ll explore the benefits and drawbacks of these metrics. We’ll also provide best practices for striking the ideal balance between the two.

Quality of Hire

Quality can be a difficult aspect to measure. After all, it’s a subjective metric. But quality comes in many forms: ROI, productivity, and manager satisfaction. Continue reading

How A.I. Changes Hiring For Telecommunications

Is there a best practice when using AI in hiring for telecommunications roles?

Our director of business development, Diego, actually has a Bachelors in Telecommunications Engineering. We’ve been working with companies in the space for years. Hiring can be tricky in telcom because there are dozens of potential roles, from strategic in-HQ operatives all the way to field service reps. How do you make sure you’re maximizing your hiring process?

First: know the trends

Customer experience is a huge trend in telecommunications for 2019 and beyond. Consumers have more choice, but also more devices — and those devices are increasingly connected. Continue reading

Are You Curious About High-Volume Hiring?

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

The Landscape: Today’s Job Market

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

Guest Blog – How To Hire For Cultural Fit At Scale

Have you been curious about the best ways to hire for strong cultural fit in a high-volume setting?

It used to be that companies would hire based solely on skills and qualifications. “Culture” – if that word was ever used – was mostly a way to exclude candidates from the pool.

Of course, as you would know, this has changed drastically in recent years. More and more companies are using culture as a primary selection-criteria, even more so than skills or qualifications. One study even found that only 11% of failed hires are due to poor technical skills; the rest are due to poor cultural fit. Continue reading

2019 Insurance Recruitment Trends

Have you been wondering what the insurance recruitment trends for 2019 will be?

No one can truly predict the future, but what can we broadly know about the bigger trends of 2019 in terms of insurance industry hiring? Here’s a few key takeaways:

The industry is graying

That means people are retiring, en masse. Industry publications have called it “a talent crisis,” and David Coons of The Jacobson Group has called it “unlike anything we’ve seen in the past.” You’re even seeing an Insurance Careers Movement now, which is dedicated to getting more young professionals interested in long-term insurance careers.

Screening-in vs. Continue reading

2019 CPG Recruitment Trends

Have you been wondering what the CPG recruitment trends for 2019 will be?

Let us tell you the truth

Amazon has an outsized influence on much of modern business (and day-to-day life for many), and it’s no different in consumer packaged goods (CPG) recruitment. Amazon’s shifted the way recruiters think about filling CPG roles:

CPG manufacturers are focusing more of their resources on enhancing the overall mobile commerce experience. This is accomplished through bolstering brand engagement, simplified ordering and enhancing overall convenience. Since most modern customers want effortless mobile experiences, they are demanding advanced search capabilities along with simple checkout options. Continue reading

7 Sourcing Metrics Every Recruiter Should Know [Infographic]

Sourcing is the second highest origin of hires after direct applicants, so a lot of attention is being paid these days to metrics and tools to improve this crucial function. Here are 7 metrics about sourcing that every talent acquisition professional should know summarized in an infographic below.

Metric #1: Every 1 in 72 sourced candidate is hired

According to Lever, candidate sourcing is one of the most effective ways to hire. On average, one in every 72 sourced candidates is hired compared to one in every 152 applicants.

Metric #2: Sourcing takes up 1/3rd of a recruiter’s work week

Entelo’s data found on average, a recruiter spends ⅓ of their week or about 13 hours sourcing candidates for a single role. Continue reading