Applying technology in recruitment

Human contact, whether through professional networking, social connections or earned reputation, is still of great importance and should in no way be minimized when describing the recruitment and hiring process. If anything, it is of paramount importance. However, another very important path to follow in developing one’s career is the one driven by existing and emerging technologies designed to streamline and streamline the employment process.

Today, this ranges from online job boards that post vacancies, to Applicant Tracking Systems (ATS) that analyze resumes for HR and recruiters, to artificial intelligence (AI) and machine learning tools designed to identify the Assess candidates’ employability. How you position yourself favorably for these digital helpers and gatekeepers must be a key component of a well-planned career growth strategy. Let’s take an up-to-date look at each of these technical features.

Online job boards are not very new, scarce or complicated. They are little more than interactive websites posting job descriptions from employers. Newer job search engines such as Indeed and Simply Hired scour the web and collect job postings from a variety of sources.

These sites are alluring in that they give the appearance of a job board, with a plethora of positions just waiting for you to pick them up as you shop. A common and ineffective trick is to spend hours responding to job postings on the forums, with the only thing generated being recruiters trying to lure you into high-volume sales assignments with 100% commission. Despite this, working with job boards is not a total waste of time and decent jobs can be found. It is recommended to spend about 10% to 20% of your job search time using the forums, being careful and selective about your answers.

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ATS software allows recruiters to organize huge lists of applicants and their relevant criteria such as qualifications, work history, degrees obtained, etc. which are most useful to hiring managers when determining who to contact for interviews. For those of us trying to secure an interview, we must be careful to construct resumes that are keyword rich with contextually used terms, and that balance our skills and knowledge with the responsibilities and accomplishments outlined in the job descriptions.

Given the need for an ATS-friendly resume while also being attractive to human readers, the challenge is to find a visually appealing format that doesn’t confuse the ATS. That can be difficult. If you want a designer resume that looks like it’s on a photo collection website, forget about passing the ATS samples. And with so many companies using ATS, perhaps the best strategy is to pay homage to the many conditions required to avoid being digitally rejected in a millisecond, while adding enough visuals and, of course, solid content to make your resume stand out doesn’t look like another piece of white bread. Achieving this level of resume optimization is a necessary goal.

The latest trend, which is expected to spread in usage and sophistication, concerns the impact of AI on hiring decision-making. There is a growing belief that relying solely on a candidate’s skills does not always produce better employees. The evolving thought is to assess personality more, with the goal of finding a well-rounded and compatible colleague. For this purpose, AI is used to identify personality traits taken from resumes, online profiles, social media presence, video appearances, etc. Apparently, this is considered to be less biased than human observers. We will see. (Can’t algorithms be biased too?)

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In any case, it may be wise to develop a consistent brand and value proposition that encompasses both your technical talents and work style/interpersonal qualities across platforms to present to both human and technological reviewers.

Preparing for the changes and the intrusion of technology into hiring decisions, and with it career development, has become a must in today’s workplace.

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