Companies often lament the paucity of skills during talent acquisition. Scarcity is a mindset that stifles innovation and makes it difficult for many companies to look in the right direction. The truth is that qualified candidates are everywhere. But outdated business models and closed platforms, deployed by many organizations, impede the search for the right candidates, hiring managers, and talent suppliers.
Smaller organizations are unlikely to have the right resources to zero in on the best talent for ad-hoc assignments, seasonal needs, projects, sudden ramp-ups, or even important permanent positions. Internal recruiters are often restricted to working with a shrinking pool of talent and tend to rely on job boards and social hiring. Unsurprisingly, hiring managers struggle to find the best candidates when they receive new job requisitions.
Several new tools for hiring, notwithstanding expanding the reach of recruitment efforts, have stopped short of extending human touch and nurturing. A machine or a dataset can’t convey what a highly skilled professional wants in a job. Motivated individuals always seek a purpose, a conducive business culture, healthy relationships with their colleagues, and a sense of belonging to the organization. While machine learning and artificial intelligence have proved their worth to identify the best talents, measure performance, refine searches, and eliminate recruitment biases, it still requires recruiting professionals to forge relationships and connect the best candidate with the hiring manager. A hiring method which combines personal curation and technology lends the edge to companies in recruiting the best talent.
The continuous curation model
Top recruiting professionals often spend a lot of time and energy interacting with prospective candidates. They often go a step further to coach the right candidates, help them develop a compelling personal brand, guide them through the selection process, and provide feedback and suggestions for improvement.
Recruitment professionals work with hiring managers across various industry verticals. They enhance their knowledge of position requirements and job demands. Through their insight, industry reach, and diverse experiences working with various programs, they understand the competition and current market trends. Sans spending much on research, hiring managers in a company get consultative recommendations on making their positions stand out. These value additions can’t be offered by technology, artificial intelligence (AI) in particular.
As the battle to hire exceptional talent intensifies, staffing professionals are looking to deploy bolder and more creative recruitment strategies. While machine learning and AI will undeniably play an important role in talent acquisition, the most successful efforts will include human touch in the hiring algorithm.