Every business wants to hire the best people and create successful teams. We all aim to attract candidates with the appropriate technical skills, relevant experience or education, and attitude. As job-seekers, we want to find rewarding positions that use our knowledge, pay us fairly, and make us feel valued.
That’s been true for as long as newspapers have had a help wanted section. But in a digital era, the traditional interviewing and staffing processes have serious weaknesses. Well-meaning HR departments cannot keep up with the deluge of applicants, those candidates have a difficult time getting noticed, and job interviews are less an actual assessment of technical ability than game-show contests.
As a result, companies are thinking differently about how to hire. In a genuine desire to match open positions with stellar candidates, tech firms and experienced recruiters are trying new techniques and inventing computing solutions.
“The recruiting industry is ripe for disruption, as it must address the ever-changing global economy and related needs for a talented workforce,” says Kristen Hamilton, CEO and cofounder of Koru. “Raw smarts and technical skills aren’t enough to succeed in business.”
Jobs of the Future: Skills You Need to Stay Relevant
‘Once you stop learning, you start dying.’ This statement was quoted by Albert Einstein and it still applies to several areas of our Lives. New jobs are now being invented overnight. We need to think about the skills we’ll need to learn today in order to have a better future tomorrow.
Companies are becoming increasingly savvy in how they recruit, assess, and retain high-performing talent. The effort to improve the hiring process takes advantage of plenty of new technologies, from big data to artificial intelligence (AI) to scientifically based skill assessments—though HR departments are trying to make the process more human, too. Although this area is still very much in development, it’s sure to have positive effects on businesses’ talent acquisition efforts. Whether you’re a hiring manager, HR professional, or lone techie looking for a better job, you should consider these options.
The Changing World of Hiring
Once, placing a help wanted ad in the local newspaper was the primary way for a business to attract applicants, and job seekers to learn about open positions. The world is far different today. The internet gave us all megaphones, letting our voices be heard over a wider area—and created a cacophony as a result.
Some changes are good, even if they also create new challenges. Many of them are better-class problems. For example, we’re all more aware of the advantages of team diversity (even if we’re not sure how best to achieve it), and our mobile lifestyles make remote work a real possibility (even when we aren’t sure how to hire or manage people who telecommute).
But some hiring-process changes present new trials that confound us all. For instance, nobody is quite sure of the legal and privacy boundaries in snooping through a would-be employee’s Facebook account.
Social issues have changed the hiring process, too. Gwen, who has worked in office jobs on and off, says it was easy for her to get a moonlighting job fifteen years ago. “All I had to do was sign on at a temping agency and get sent to a gig. If the position I was covering happened to be open, I had a job offer by the end of the week.” She knew she’d have work, short-term or otherwise, because she had marketable skills, technical knowledge, and ability.
But now, Gwen says, the job search emphasizes highly subjective and arbitrary factors, such as “attitude” and “team fit” that remain mostly undefined. “It essentially comes down to whether someone likes you personally,” she says. “The pendulum has swung too far away from IQ to EQ. For an ex-staffer for whom stats talk and BS walks, I’m trying to get my head around this, and not succeeding too well.”
Why Virtual Assistants are All the Rage
Starting a business is not easy. It takes an idea, a joint effort of a few people, and most importantly, money. But if you have a small business that probably needs a few more years to flourish, getting virtual office assistant services is a good idea. Why virtual and not in-house assistance? The answer is quite simple.
An intelligent talent platform solves many problems recruiters face today. Analyzing resumes and classifying the best matches is the perfect application for artificial intelligence. This technology takes over the repetitive, low-value add tasks. AI analyzes applications, open jobs, and candidates to discover matches quicker and more accurately than humans, which allows recruiters to focus more on the people they’re trying to help.
Let’s face it: a recruiter doesn’t always have a holistic view of every candidate. But who has the time to reach out to each applicant and ask follow up questions regarding their resume? This is the perfect job for an intelligent ally. AI-powered systems can proactively reach out to candidates and validate or verify skills.
For instance, an AI-powered ally can ask questions like, “Tell me more: Do you know about branding? Have you led a team of people? Will you relocate for this job?” Candidates leave off this kind of information on résumés all the time, and they can be deal-breakers or deal-makers. AI boosts the insights a recruiter can obtain from each candidate without needing the recruiter to take the extra time to do so.
Furthermore, if you apply to a job but are ranked as a 55% match, your resume could be lost in the candidate pool forever. But tomorrow, unbeknownst to you, the same business might open up a job requisition for which you’d score 85%. You’d be the needle the recruiter wants to find in his haystack. But without an intelligent tool keeping track of every resume and job posting, it’s impossible for a recruiter to find the diamond in the rough.
Artificial intelligence is revolutionizing the way recruiters screen candidates and make placements. Leveraging the power of technology allows recruiters get back to the work that they do best. In the talent acquisition industry, nurturing candidates and building a productive relationship is far more meaningful than ticking off required skills and experience. In order to engage candidates effectively and make successful placements quickly, you need AI in your corner.
Andrew W. Mitchell, Managing Editor
Contributed by Nachi Junankar, CEO of Avrio AI – Avrio AI uses Artificial Intelligence and Machine Learning to gain a comprehensive understanding of a job’s requirements and combs through candidate databases to evaluate fit. Using the power of data, Avrio is capable of evaluating talent at scale and dramatically reducing the time recruiter’s spend qualifying candidates.