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
Research confirms unconscious bias in recruiting is still a major problem.
Learn more in our video below:
A recent study found unconscious bias occurs during resume screening. Asian applicants were 75% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., Luke instead Lei).
Black applicants were 160% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., L. Smith instead of Latisha Smith).
If you think minority applicants with similar qualifications to majority candidates are being overlooked at your company, it might be time to look into a technology solution. 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
When a job posting for a high-volume role receives more than 250 applicants, it’s essential to know what to look for in a resume to find qualified candidates.
LinkedIn’s data tells us 69% of talent acquisition leaders report their hiring volume has increased, but only 26% say the size of their recruiting teams increased.
Having an organized system for resume screening will save you time and make your life a lot easier.
Here are 4 things to look for in a resume to find qualified candidates.
1. Work experience
The qualifications for a job should be based on which skills, traits, and behaviors are necessary to be successful in the role. Continue reading
The ability to automate candidate screening, a crucial step in the recruiting process, promises to solve one of the biggest problems in recruiting: the resume “ignore” problem.
LinkedIn reports 69% of talent acquisition leaders state their hiring volume has increased this year, but only 26% of their recruiting teams have increased.
Finding tools to intelligently automate some part of the recruiting workflow will be a top priority in 2017.
Automated candidate screening has the potential to solve the resume “ignore” problem that continues to plague recruiters.
The resume “ignore” problem
Over the years, large companies will amass thousands – even millions – of resumes sitting in their ATS. Continue reading
Stay on top of Talent Acquisition’s latest innovations (in 60 seconds or less)!
Today’s hot topic: Resume screening
using artificial intelligence.
AI for recruiting has been making headlines lately—but what does it actually mean? We’re taking a look at just one of the real-life uses that could change the way you screen, interview, and hire.
Manually screening resumes is tedious, tiresome work, especially when 75% – 88% of resumes received are unqualified. Furthermore, manually screening resumes often lacks standardization and can fall prey to unconscious biases.
Artificial intelligence that auto-screens thousands of resumes in minutes.
Candidates are screened with near perfect accuracy and presented to the hiring manager in order of interview priority. Continue reading
Screening resumes is usually the most time-consuming part of recruiting so a good resume screening checklist is crucial to stay on track.
Not only is resume screening the most time-consuming, 52% of talent acquisition leaders say it’s also the hardest part of recruitment.
To help you identify the best candidates more easily and in less time, I’ve created this 4-step resume screening checklist.
Step 1: Compile a list of the job qualifications
The first step in your resume screening checklist is understanding which skills, traits, and behaviors are necessary to be successful in the role.
The best way to do this is to assess what the qualifications of successful employees look. Continue reading
When the average job posting receives 250 resumes with 88% of them unqualified, effective resume screening tools are a recruiter’s dream come true.
In 2017, the demand for resume screening tools that reduce the hours spent manually reading resumes will only grow as 56% of talent acquisition leaders predict hiring volume will increase but 66% of recruiting teams will stay the same size or even shrink.
The best way for recruiters who are already time-strapped to do more with less is to decide which of your tasks can be effectively automated.
Here are 3 resume screening tools that will boost your recruiting productivity by saving you time. Continue reading