Applying Technology to Recruitment

Human interaction, whether through professional networking, social connections, or earned reputation still matters significantly and should in no way be underestimated when describing the recruitment and hiring process. Whatever it is, it is paramount. However, another very important track to cover while developing one’s career is to streamline and optimize the employment process driven by existing and emerging technologies.

Today it ranges from online job boards advertising positions to applicant tracking systems (ATS), which parse resumes for HR and recruiters, and now artificial intelligence (AI) and machine learning tools, which can be used to assess employability of candidates. is designed to do. How to position yourself in an advantageous position for these digital associates and gatekeepers should be a key component of a well-planned career development strategy. Let’s take a current look at each of these technical specifications.

Online job boards aren’t very new, in short supply, or complicated. They are little more than interactive web sites that post job descriptions from employers. Recently hired job search engines such as Indeed and Just Hired who rummage the internet aggregate job postings from various sources.

These sites are attractive in that they give the appearance of a job shop with copious amounts of positions ready for you to take on while shopping. A common and ineffective trick is to spend hours answering for jobs on board, the only thing that arises with recruiters trying to lure you in for high turnover 100% commission sales jobs. However, working with job boards is not a complete waste of time and good jobs can be found. It is recommended that you spend about 10% to 20% of your job search time using boards to be careful and discriminate in the answers you give.

ATS software allows recruiters to organize vast lists of applicants and their relevant criteria such as qualifications, employment history, degrees earned, etc., which are most useful to recruiting managers when determining who to contact for an interview. For those of us trying to secure an interview, we need to be careful about designing resumes that combine our skills and knowledge with contextually used words like job descriptions. align with the responsibilities and deliverables outlined in

Therefore, given the need for ATS-friendly resumes that are simultaneously attractive to human readers, the challenge is to strike an attractive format that will not confuse ATS. This can be difficult. If you want a designer resume that looks like a photo collection website, forget passing ATS muster. And with so many companies employing ATS, the best strategy may be to pay homage to the many conditions necessary to not be digitally ejected in a millisecond, while providing adequate optics, and of course, solid material. To add, your resume doesn’t look like just another slice of white bread. Achieving this level of resume customization is an essential goal.

The latest trend, which is expected to grow in use and sophistication, involves the impact of AI in decision making. There is a growing belief that relying on a candidate’s skills alone does not consistently lead to better employees. The developed idea is to overestimate personality with the goal of finding a well-rounded and compatible ally. To this end, AI is being deployed to identify personality traits derived from resumes, online profiles, social media presence, video appearances, you name it. Obviously, it is seen as less biased than human observers. we will see. (Algorithms also can’t be biased?)

At any rate, developing a consistent brand and value proposition that includes both your technical talent and your work style/interpersonal characteristics across all platforms can be wise to present to human and technical appraisers alike.

Being prepared for changes in recruitment decisions and the encroachment of technology, and by extension career development, has become imperative in today’s employment world.

Source by Bill Ryan

Leave a Reply

%d bloggers like this: