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The increased use of Artificial Intelligence in our daily lives can make us feel like we live in the future. There have been some recent advancements in AI technology, and it's even playing a role in modern recruiting. AI can improve the hiring process, but it can also hurt it. Here are some things you should know about AI and recruitment.

 

How AI Improves Recruiting Processes

 

Artificial intelligence has a lot of great uses when paired with experts in various industries. For recruiting, AI serves to streamline processes to avoid too much administrative work so recruiters can concentrate on the more specific aspects of sourcing and placing candidates.

 

Saving Time

 

The most significant aspect of using AI is saving time in the recruitment process. AI technology can quickly scan existing resumes to return results so recruiters can start from that point forward. In the past, recruiters were responsible for reviewing an entire database of applicants to determine who would be qualified.

 

Removing Bias

 

AI also can remove unconscious bias from the processing of sourcing and recruiting. Unconscious bias is how our brains often try to see the commonalities in one another while ruling out the differences. AI can help avoid this pitfall in the hiring process.

 

Finding Candidates

 

AI can also assist in the sourcing of candidates. There are a variety of technologies currently available that can use AI to search comprehensive databases or job boards to help find qualified candidates faster so you can move directly into the contact phase.

 

Improving Candidate Experience

 

AI can also help improve the candidate experience. Knowing communication is critical; many companies are utilizing AI as ChatBots to help answer frequently asked candidate questions and maintain positive contact in the early stages.

 

The Problem with AI in Recruitment

 

AI isn't an infallible science. There are plenty of pitfalls around using AI in recruiting. For example, you can use AI to monitor skills testing, but the same physical indicators for cheating are often present in anxious people. AI can also miss details that might impact a candidate's performance. It's always best to combine AI with the human touch.

 

If you're currently struggling to hire, get in touch with the itec team of expert recruiters!

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It’s more important than ever that we as companies and role models strive to have more inclusive and diverse teams. Hiring a wide range of people with different backgrounds and mindsets only helps enhance your company culture. Hiring with diversity in mind and creating an inclusive workplace allows you to understand different perspectives and learn more from the people you work with. Here are a few ways you can create a more diverse and inclusive environment for your engineering team:

 

Understand Diversity, Equity, and Inclusion

 

The first step to fostering a more inclusive work environment is recognizing the advantages of cultivating a diverse and equitable workforce. It isn’t just about hiring people from various backgrounds but also knowing that each person brings a unique perspective and mindset to the team. That can help create innovation and, ultimately, success.

 

Eliminate Unconscious Bias

 

One of the most significant barriers to hiring a more diverse workforce is unconscious bias. It happens when we have set expectations about who will be a good fit for the job, and usually, it relates to a specific personality trait or experience you’ve had in the past. Unconscious bias can manifest in many ways, so it’s helpful to eliminate the possibility by using interviewing checklists or blind resume reviews to consider candidates.

 

Keep Soft Skills in Mind When Hiring

 

In engineering and manufacturing, it’s evident that specific skills are necessary for success. But aside from the core requirements, many things can be taught when a candidate has potential. It’s just as essential to consider soft skills. Soft skills are things like communication skills, teamwork, organization, or desire to learn.

 

Reach Out to Underserved Communities Directly

 

To begin facilitating a more equitable and inclusive hiring process, you need to find candidates where they are. Use your recruiting resources to tap into areas of your community where people may not have the advantage to find opportunities such as those you offer. Work with community organizations in the area to attract more talent.

 

Partner with Colleges, Trade Schools, and Universities

 

Another way to find qualified candidates from various backgrounds is to work with colleges, universities, and trade schools to recruit recent attendees or graduates into your programs. Some companies will offer internship opportunities, mentorship programs, or apprenticeships, depending on the positions.

 

Do you want to improve your hiring process to better incorporate diversity, equity, and inclusion?

 

Contact itec group Recruitment Solutions, where our vision and purpose are to deliver our clients the ultimate recruitment experience.

 

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What is a CQE & Why Should I Become One?

Have you thought about starting a career as a certified quality engineer? The role means you understand service and product quality evaluation and control. A professional is referred to as a CQE, and it requires that you take and pass the Quality Engineering Certification. What are the reasons you should become certified, and how can it help you advance your career? Let’s take a closer look.

 

Development and Operations of QC Systems

 

CQEs should know how to develop quality control systems at all levels and understand the daily operations. Getting certified as a CQE lets potential employers know that you’ve mastered this information and will be able to bring it to the table for their company.

 

Testing and Inspection Procedure Evaluation

 

A significant portion of quality control is testing and inspection. Knowing the procedure and being able to direct others to perform these tests will be essential to a successful career as a CQE. With the certification, you can demonstrate that you know these evaluation tools and can be recognized as an expert.

 

Metrology and Statistical Method

 

Metrology is the science of measurement. It is defined by the International Bureau of Weights, founded in France, and measures and embraces both experimental and theoretical determinations at any level and any field. CQEs need to demonstrate an understanding as well as the statistical method for calculating related information.

 

Quality Cost Concepts

 

CQEs also need to understand quality cost concepts. These are the costs associated with the prevention, detection, and remediation of quality issues in manufacturing. The specific calculations of costs will depend on several factors, so an expert must ensure companies are not hemorrhaging money.

 

Human Behavior

 

Finally, CQEs will actually know quite a bit about human behavior and how it affects product quality. It’s a little bit of psychology that allows professionals to understand the human factor in mistakes and give teams the tools they need to succeed. The certification will let potential employers know you have this skill.

 

Do you think a career as a Certified Quality Engineer is your next step?

 

Contact itec group Recruitment Solutions, where our vision and purpose are to deliver our candidates ultimate employment experience.

 

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Simply put, a contingent workforce plan is an organized management of temporary resources.  At its core, it offers both cost savings and flexibility. When managed properly, a solid contingent workforce plan can take your business to the next level and even afford benefits to your employees. 

 

Benefits of hiring contractors - They are there when you need them most:

Utilizing contractors can help prepare your organization for known or forecasted increases and even unexpected opportunities; or shortages of workers.  This gives you more flexibility and subsequently helps you avoid losing dedicated employees.  

 

Contractors help in times of increased projects, summer and winter holidays, and unforeseen circumstances that could, without their presence, burden your employees and result in loss of productivity and overall morale issues.

 

Contractors are professionals, they come in for a specific job and their expectations are only to do the job they’re hired for.  They hit the ground running and often require minimal supervision or guidance. 

 

Addressing the all too common skills gap:

Contractors can offer specialized skills for a specific project minus the long term commitment. Not to mention, the skills they bring come with an ability to be quick and agile, to adapt to your environment and contribute to a rise in productivity and a healthy bottom line.  In addition, contractors by nature have experienced a multitude of companies; some well run, others not so much.  As a result they can bring a whole new outlook and mindset to a project and an organization.  From this new insight, innovation and inspiration can often emerge. 

 

Let’s talk about cost savings:

Depending on the status of the contractor you can realize significant savings.  Sure independent contractors are typically paid higher but not in comparison to the obligatory costs associated with employees.  When you bring in an independent contractor you have an hourly fee (and maybe additional work related expenses ie.travel), but with an employee, in addition to salary you have costs related to training and development, paid breaks/lunches, sick days, benefits and severance.   Of course some of these costs would be allocated for temporary contractors as per employment standards however, you would still benefit by having skilled resources on a temporary basis to assist in short term needs, and often at a lesser cost. 

 

Considering the risks:

I’d be remiss if I didn’t share the inherent risks in some Contingent Workforce Plans.  If you do not utilize a reputable third party agency/managed services provider like itec group you run the risk of compliance issues with payroll and taxes leaving you vulnerable to paying back pay, civil litigation costs; settlement costs and legal/tax penalties and fines if your contractor is deemed an employee under the law in your province. 

 

In short, you can realize your growth strategies for your organization through a well-managed contingent workforce plan that mitigates the risks of pseudo-employment, reduces liabilities, maximizes productivity and provides an optimized and compliant workforce.

 

For more information on how your organization can engage temporary workers with minimal risk, please connect with us for a consultative assessment of your needs. 

 

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