Resume Writing

Stop other people stealing your job interviews. For a Professional Resume Writing Services CLICK HERE

Download Our Mobile Apps

Monthly Poll

How to Increase Job Satisfaction?

View result
View All Blogs
18 Jan

Deepa Bhargava

Search Consultant

This post originally appeared on Brazen Life by Brian Stewart


When you think of the biggest issues facing the hiring and recruitment process, what comes to mind? Is it the overwhelming number of applications that recruiters have to deal with, the low levels of engagement with candidates through the entire process or the lack of certainty employers face that they’re actually hiring the right candidate?


Most likely, it’s all of the above and then some. The hiring process is taking longer and costing more than ever before, but bad hires are still costing companies an obscene amount of money.

If there is going to be a solution to all of these problems, it will be with the evolution of recruitment technology. In fact, there are three companies already using innovative new software and algorithms in their hiring process. Through them, we have a possible glimpse into the coming future of recruitment tech.


Zappos’ social network

Zappos’ solution was to completely ditch traditional job postings. In its place they launched the Zappos Insider Program, which was designed to allow the company to quickly and effectively engage and cultivate relationships with candidates long before a job opening exists. This allows recruiters more time to get a better idea of candidates’ skills, values, and cultural fit. The company uses Q&A’s, contests and targeted outreach to thoroughly analyze each candidate — and they have them interact directly with current employees.


It is a far more proactive approach, and it is already paying dividends. Zappos is reporting more unique applicants yet fewer applications, as well as a higher quality of candidates with much better engagement levels with all Insider members.

The truth is that the social network technology they use already exists. Companies that want to increase engagement during the hiring process can follow Zappos’ lead and reach out to candidates through recruiter and employee blogging, Twitter chats, Google+ hangouts, newsletters, webinar and in-person social networking events.


Bright’s matching algorithm

Bright Technologies used a different approach, and took existing concepts and technologies to greatly improve the traditional recruitment model. They created a comprehensive algorithm that rates how closely a candidate’s resume “matches” a job description.

The twist is the user interface they built which allows the matching score to be visible for both recruiters and candidates. Whenever a candidate loads their resume, the candidate is automatically notified of the jobs for which they meet the minimum matching score. Bright’s program was so successful, LinkedIn spent $120 million to acquire Bright and its matching algorithm.

This type of matching algorithm has been used by retail sites like Amazon, dating sites like Zoosk, and search engines like Google to anticipate the behaviors and desires of people and make recommendations to them accordingly. Businesses today should be investing in up-to-date algorithmic technology, as the fact of the matter is that traditional ATS software just doesn’t cut it.


Knack’s micro-behavioral video games

Knack’s solution involves creating video games to analyze a candidate’s behavior using cutting-edge cognitive neuroscience. The games are designed to test how the player thinks, reacts, problem solves and adjusts to various situations at a micro-level.

Their program allows employers to gain a greater insight to a candidate’s mindset, decision making, behavioral patterns, and cultural fit. Companies that have run a pilot program using Knack’s games have a 95% accuracy rate in digging up information about candidates and employees that resumes and interviews could not.

The sad fact is that data-centric technology could already be in mainstream use for recruiting, but there are many companies who don’t trust it. To get the best results out of your recruitment process, you need to put the time and effort to find an analytical program that you can trust which complements and improves your hiring process. For some people, this means getting out of your own way.


Different routes to the same future?

Looking at the common elements in each of these solutions allows us a glimpse into the future of recruitment technology. They all seek to deal with the overwhelming number of applications, improve the levels of engagement with candidates and gain a greater insight into the quality of the candidate’s potential fit. They’re also far more proactive than traditional models, seeking to learn more about candidates far ahead of the usual process.



Comments  (0)

  (75 characters)