Latest news with #InsightGlobal
Fast Company
07-07-2025
- Business
- Fast Company
Your manager is probably using AI to decide whether to promote or fire you
If you're up for a raise anytime soon, chances are good that your manager will use AI to determine the amount in question—and, down the line, they may even use AI to decide whether to fire you. That's according to a June study from Resume Builder, which examined how managers are using AI to make personnel decisions ranging from promotions and raises to layoffs and terminations. Of the 1,342 U.S. managers surveyed, a majority of them are using AI, at least in some part, to make decisions impacting employees: 64% of managers reported using AI tools at work, while 94% of those said their usage extended to decisions about direct reports. For many managers, AI tools have already become central to the hiring process. According to Insight Global's '2025 AI in Hiring' report, 92% of hiring managers say they are using AI for screening résumés or prescreening interviews. Based on Resume Builder's new report, AI is now becoming an integral part of how managers interact with their employees, from the day they're hired until the day they're let go. How managers are using AI According to Resume Builder, managers are increasingly turning to AI for support with the day-to-day to-dos that come with supporting a team of employees. Of those who reported using AI, 97% noted using it to create training materials, while 94% used it to build employee development plans, 91% to assess performance, and 88% to draft performance reviews. Beyond these daily tasks, though, some managers are turning to AI for help with higher-stakes decisions. Per the study, 78% of managers who use AI have consulted it to determine raises, and 77% have used it for promotions. Meanwhile, a whopping 66% have put at least some stock in AI when deciding who to lay off, and 64% have even turned to the tool for help with terminations. How much does my manager rely on AI tools to make decisions? When it comes to how much faith managers are actually putting in the decisions recommended by AI, the degree of trust appears to vary significantly. While 24% of respondents said they sometimes let AI tools make decisions without human input, another 20% said they allowed AI to do so either all the time or often. One in four managers reported that they'd actually replaced a direct report with AI. And, despite an increasing reliance on managerial use of AI tools, only one-third of the surveyed managers said they'd actually received official training on ethical AI use in the office. 'It's essential not to lose the 'people' in people management,' Stacie Haller, chief career advisor at Resume Builder, noted of this trend in a press release. 'While AI can support data-driven insights, it lacks context, empathy, and judgment. AI outcomes reflect the data it's given, which can be flawed, biased, or manipulated. Organizations have a responsibility to implement AI ethically to avoid legal liability, protect their culture, and maintain trust among employees.'
Yahoo
11-06-2025
- Business
- Yahoo
Utilities Industry Leader, Kaveh Aflaki, Joins Insight Global to Drive Services Innovation
Talent and Tech Provider Fuels the Future of Utilities and Energy Industries with Expertise ATLANTA, June 11, 2025 /PRNewswire/ -- Insight Global today announced the hiring of Dr. Kaveh Aflaki as Industry Principal, Utilities and Energy, within its professional services division, Evergreen. With nearly two decades of global experience in the sector, Dr. Aflaki will lead strategic initiatives designed to deliver innovative, high-impact solutions for electric, gas, and water utilities clients as well as the oil and gas industry across the U.S. and around the world. "Throughout my career in the industry, one of the most persistent challenges has been securing the right talent to turn strategy into execution. With Insight Global, we meet the challenge," said Dr. Aflaki. "Not only do we have exceptional access to top-tier talent capable of meeting the complex demands of the utilities and energy sector, but we also bring in skilled experts who apply our distinctive methodologies to provide comprehensive talent and professional technical services and solutions. It's the best of both worlds." Insight Global has 15 years of utilities and energy industry experience and currently works with seven of the top U.S. 10 investor-owned utilities (IOUs) helping them tackle a range of challenges including digital transformation, operational efficiencies, and regulatory standards. Dr. Aflaki's extensive experience in utilities and energy further showcases Insight Global's commitment to the industry. He has been instrumental in advancing Smart Grid initiatives at ComEd/Exelon, where he managed AMI Operation data analytics. Before joining Insight Global, he also served as the CEO of IEMS Solution, providing cutting-edge SaaS solutions to utilities. As a recognized industry thought leader, he is also a Senior Member of the Institute of Electrical and Electronics Engineers (IEEE). Insight Global's staffing and professional services empower some of the largest energy and utility clients across the U.S. and the world by delivering comprehensive solutions and the skilled professionals to execute them—supporting an industry that employs millions of people, serves billions, and underpins our nations' infrastructures. Dr. Aflaki's expertise and leadership enhances Insight Global continuing work to drive excellence in this competitive sector. For more information about Insight Global's services, please visit About Insight GlobalInsight Global is an international professional services and staffing company specializing in delivering talent and technical solutions to Fortune 1000 companies across multiple industries. With more than 70 offices and delivery center locations across North America, Europe, and Asia, and global staffing capabilities around the world, they are dedicated to finding the right solutions to help their customers thrive. About the Evergreen divisionEstablished a decade ago, Evergreen is the professional services division of Insight Global, the second-largest IT staffing company in the U.S. They leverage Insight Global's expertise in forming and managing high-performing teams to meet clients' talent and technical services needs. Thanks to their unmatched access to skilled talent, Evergreen can deliver solutions around the globe via their 5,000+ convertible consultants in more than 50 countries and 5 class-A delivery centers. View original content to download multimedia: SOURCE Insight Global Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Forbes
27-05-2025
- Business
- Forbes
7 Steps To AI-Proof Your Resume And Land More Job Interviews
A whopping 99% of hiring managers now use AI in their recruitment process, according to Insight Global's 2025 AI in Hiring Survey Report. Meanwhile, most job seekers get filtered out by Applicant Tracking Systems (ATS) before a human recruiter ever lays eyes on their resume. If you're wondering why your applications vanish into a digital black hole instead of landing you job interviews, it's time to AI-proof your resume. When you understand how ATS technology works and apply specific formatting and content strategies, you can dramatically boost your chances of reaching actual humans. Here are seven steps to AI-proof your resume and land more job interviews. ATS algorithms prioritize exact job title matches. In fact, research from Jobscan, analyzing over 2.5 million resumes, found that candidates who included the same job title as the posting were 10.6 times more likely to get a job interview. If you're applying for "Digital Marketing Manager," use that exact phrase in your resume header or professional summary rather than "Online Marketing Leader" or similar variations. Also, extract three to five key phrases that appear repeatedly throughout the job description. Common examples include: For acronyms and technical terms, include both the whole phrase and abbreviation: "Customer Relationship Management (CRM)" or "Search Engine Optimization (SEO)." This ensures you're found whether recruiters search for the acronym or complete phrase. Finally, remember only to include terms that genuinely reflect your experience. According to Insight Global's research, 88% of hiring managers can detect AI-enhanced job applications, and 54% care if candidates use it. Copy the job description into a word cloud generator to identify the most frequently mentioned terms visually. The largest words are your priority keywords. Since recruiters spend just seconds reviewing each resume, your most valuable qualifications need immediate visibility. A well-crafted "Core Skills" section gives both ATS systems and human reviewers instant access to your key competencies. Position this section below your contact information and professional summary. Structure it as a clean, scannable list combining: Research shows recruiters filter by skills 76% of the time when searching ATS databases. By front-loading your most relevant capabilities, you increase the likelihood that your resume surfaces in these targeted searches. Organize your skills by relevance to the job posting, not alphabetically. Place the most critical skills first, as recruiters often scan only the beginning of lists. Research shows that including specific numbers in your resume substantially increases your chances of landing a job interview. Transform generic statements into quantified achievements. Focus on these metrics: Instead of "improved sales performance," specify "increased quarterly sales by 32%, generating an additional $2.4 million in revenue." Rather than "managed a team," write "led a cross-functional team of 12 professionals across three departments." Use the "Challenge-Action-Result" framework for each achievement. Start with the problem you faced, describe your specific action, and then quantify the positive outcome. Creative section titles confuse ATS systems and frustrate recruiters who expect conventional resume organization. Stick to universally recognized headings that both algorithms and humans can understand. Use these standard section titles: Avoid creative alternatives like "My Journey," "Professional Toolkit," or "Where I've Made an Impact." Recruiters spend most of their time studying the work experience section. When they can't quickly locate this information due to unconventional headings, you will soon lose their attention. Test your section headings by asking someone unfamiliar with your background to scan your resume quickly. If they can't immediately understand what each section contains, your headings need simplification. File format can determine whether your resume is parsed correctly or completely misread by ATS systems. The safest default choice is .docx format unless the job posting specifically requests otherwise. Consider these format guidelines: Save your resume with an explicit, professional filename that includes your name and the word "resume" (e.g., "JohnSmith_Resume_2025.docx"). While visually striking resumes might catch human attention, they often confuse ATS systems and can result in your qualifications being completely misread or ignored. Complex formatting elements, such as tables, text boxes, graphics, and unusual fonts, can cause parsing errors. Instead, use standard fonts like Arial, Calibri, Times New Roman or Helvetica in 10-to 12-point sizes. Maintain consistent formatting throughout your document. Copy and paste your resume into a plain text editor (like Notepad) to see how an ATS might read it. If the information looks scrambled, simplify your formatting. Before submitting your job application, test your resume's ATS compatibility using online simulation tools. Platforms like Jobscan and Resume Worded offer free ATS simulation services that provide detailed feedback on keyword optimization, formatting issues and overall match scores. These simulators typically analyze: Target a match rate of 80% or higher, which indicates a strong alignment between your resume and the target position. Use this feedback to refine your resume before submission. If the tool indicates low keyword matching, revisit the job description to identify additional relevant terms you can incorporate. Run your resume through multiple ATS simulators to get a comprehensive view of potential issues. Each tool may catch different problems. While ATS optimization is crucial for getting your resume seen, remember that most hiring managers still emphasize the importance of human involvement in the hiring process. The most effective resumes strike a balance between technical optimization and authentic storytelling. By implementing these seven steps, you'll ensure your resume not only survives the initial digital screening but also compels recruiters to schedule that crucial first job interview.
Forbes
20-05-2025
- Business
- Forbes
AI Recruiting 2025: A Win For Hiring Managers, Not Job Seekers
While AI recruiting is the future, job seekers aren't convinced. The job search has always been a delicate dance between job candidates and hiring managers. But in 2025, AI has fundamentally altered this dynamic, creating a technological divide where employers embrace AI recruiting tools with enthusiasm while job seekers approach them skeptically. As you navigate today's AI-powered job market, understanding this disconnect is essential for your career success. Let's explore the stark contrast between how employers and job seekers view AI recruiting and what this means for your job search strategy. According to Insight Global's 2025 AI in Hiring survey, a whopping 99% of hiring managers now use AI in some capacity throughout their recruiting process. Even more revealing, 98% of these professionals report that AI has improved their hiring flow. On the flip side, job candidates are wary of AI recruiting tools. The American Staffing Association's Workforce Monitor survey found that nearly half (49%) of employed job seekers believe AI recruiting tools are more biased than their human counterparts. This skepticism runs even deeper among active job seekers, with 43% of those currently looking for work expressing concerns about AI bias compared to 29% of those not actively job hunting. The Insight Global survey reveals that 95% of hiring managers anticipate their companies will invest even more resources in AI to streamline hiring processes. The time-saving benefits for employers are clear: AI recruiting helps companies process many more job applications than is humanly possible. In a tight labor market, this expanded reach can be the difference between finding the right candidate and settling for an adequate one. While hiring managers embrace AI recruiting tools, job seekers approach them with caution. A ServiceNow report found that 67% of job seekers are "uncomfortable" with employers using AI to review resumes and make hiring decisions. Even more telling, 90% want companies to be transparent about their AI use in recruiting and hiring. This discomfort isn't evenly distributed across all AI applications. The report revealed that candidates are most comfortable with AI handling logistical tasks like interview scheduling and candidate sourcing. However, comfort levels drop significantly when AI is used for resume screening, onboarding, and decision-making tasks like ranking candidates. The fundamental issue isn't that AI is being used—it's how it's being used and who controls it. "Job seekers may feel comfortable using artificial intelligence tools in their job search, but that does not equate to trusting AI to make fair hiring decisions," explains Richard Wahlquist, CEO of the American Staffing Association. This trust gap is worsened by legitimate concerns about algorithmic bias. AI systems are only as unbiased as the data they're trained on and the people who design them. Given the historical biases in hiring practices, many job seekers worry that AI might perpetuate or even amplify these biases. Given this situation, how can you effectively navigate AI-powered recruiting processes? Here are several approaches to consider: Despite the current trust gap, there are signs that a more balanced approach to AI recruiting will emerge. Jenny Sabo, Vice President of HR & ESG at Insight Global, captures this perspective: "Part of what we're seeing from these results is the value of authenticity. Hiring managers know that AI can remove some of that realness we seek in the workplace. That's why the human touch is essential when using AI in the hiring process." As AI recruiting tools become more sophisticated and widespread, the gap between employer enthusiasm and candidate skepticism may narrow, but only if companies prioritize transparency, fairness, and the human element. For job seekers, the key is to adapt without losing your authentic self. The companies that will win the talent war will be those that find the right balance—using AI to enhance efficiency while preserving the human elements that build trust with candidates.
Associated Press
06-05-2025
- Business
- Associated Press
Alumni Staffing Adds Jessica Calzaretta to its Board of Directors
Industry Veteran Will Bring Unique Perspectives and Insights to High-Growth Locums Tenens Firm BRIDGEWATER, N.J., May 6, 2025 /PRNewswire/ -- Alumni Staffing ('Alumni' or the 'Company'), a high-growth locum tenens staffing firm, today announced that Jessica Calzaretta, President of Insight Global Health, has joined its Board of Directors. Calzaretta is a highly experienced and recognized staffing industry executive who was responsible for launching the healthcare business line for Insight Global in 2021 and serves as a member of the Women Business Leaders of the US Health Care Industry Foundation. 'We are grateful to have an executive of Jessica's caliber join our Board of Directors. Her relentless dedication to providing the ultimate experience for both candidates and clients, while internally maintaining a hyper-focus on continuous growth, is the ideal combination of assets we have been seeking in a Board member. Her highly impressive professional career and experience will be a huge advantage for us as we continue our rapid growth trajectory.' said John Pannucci, CEO of Alumni. 'As I got to know Alumni, it became obvious that their passion to deliver quality and service to their clients matched with their emphasis on culture and development have enabled the company to be a true differentiator in the locums industry,' said Calzaretta. 'I am incredibly excited to work with John and the Alumni team as they continue their impressive growth journey.' About Alumni Alumni Staffing is a locum tenens firm headquartered in Bridgewater, NJ. Since its establishment in 2016, Alumni has prioritized honesty, responsiveness, and delivery in its operations. Both clients and candidates seek a reliable locum tenens partner to fill their respective needs. At Alumni, we are committed to providing timely and efficient management of locum opportunities, ensuring that health systems and clinicians alike receive exceptional service. For more information, please visit View original content: SOURCE Alumni Staffing
