More employers and recruitment agencies are complaining that there has been a slip in the general quality of talent available, particularly in the digital tech sector. Whilst the coronavirus pandemic has certainly had some impact on candidate behaviour and availability there may be other factors at play. The recruitment industry moves fast and trends change rapidly so human resources and recruiters need to keep up with latest trends and fully understand any changes taking place. It has been reported in some media recently that since many jobs moved to operating remotely people have become increasingly despondent with their employment situation with many looking to quit or to start working for themselves. This trend can account for some good talent disappearing from the job market but there are other reasons too.
Job boards and similar resources have become less effective thanks to the plethora of fake job postings and general unresponsiveness of job posters. This has been well documented over the last year leaving to an exodus of quality talent from such platforms as they seek to approach employers direct. For quality talent looking for their next position some prefer to contact senior managers in organisations they have selected as places they want to work in. They are therefore bypassing human resources and recruitment agencies possibly resulting in a limited talent pool when running a recruitment campaign.
The recruitment industry itself has a high turnover of staff with recruitment agencies being particularly prone to constant staff turnover partly because of the intensive sales environment that is not for everyone. This can lead to a bias towards a more inexperienced recruitment team. An inexperienced recruiter will not necessarily have the skills and experience to write a compelling job description and given that job hunters scan a job description in a matter of seconds having a poorly written one will exclude potentially qualified talent.
Poor Resume Writing and ATS Systems.
Those working in the digital tech space may have great technical skills but could lack the skills to write an effective resume. With more companies using Applicant Tracking Systems (ATS) that automate the screening process it is possible that some quality talent can be overlooked. The more traditional ATS systems screen resumes using keyword searches and if the keywords selected by recruiters do not match a qualified candidate’s resume then potential talent can be missed. Equally a poorly written resume may omit keywords selected by the recruiters leading to a mismatch. Some new ATS systems are now starting to use Artificial Intelligence (AI) to overcome these issues and ensure that potential tech talent is not missed.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.