Your company is employing a new member of staff, the job description has been finalised and you post it onto your job board of choice. Before you know it applications come flooding in. You are sifting through a mass amount of CVs wondering: “Did the applicants read the title of the role, never mind the job description? Because none of these are relevant to the position I posted!”
The truth is job boards do not work, they are ineffective, they have had their day, they are ultimately broken!
Using an online job board with such a high amount of job seekers registered on the site might seem desirable, but it also means when you post a job, you receive a lot of unwanted applications from people who by no stretch of the imagination meet the specified requirements. So what happens? You are literally inundated with resumes, most of which are spam, wasting your valuable time.
We really do not want to lambast specific companies, but clients are telling us that a typical job posting on well known, large brand job sites (names provided in conversations), can result in hundreds of applications.
Human resource experts know that any one job posting, will result in hundreds, if not thousands, of resumes and this then means only being able to spend just six seconds evaluating each resume. Such a brief perusal means candidates who are a good fit for a company can easily fall through the cracks and those talented professionals you actually would like to hire simply are lost forever.
They key is to find the balance between volume and quality; our clients prefer to have a handful of great quality candidates, rather than a desk full of poor quality candidates.
And our clients are not alone. Steve Carter, director of Fintail Recruitment stated:
“It’s not a question of if, but when, job boards will die,”
We all know job boards are broken. A fresh new way of thinking is needed in recruitment, old thinking is only going to give you the same old results. It’s time to find another solution…
Big data can help recruiters find the right candidates by cutting through the noise created by the chaos of the current job market. We live in a digital age, the majority of the population are now extremely Internet savvy and each of us have a digital footprint.
Thanks to the Internet, social networking and smartphones, more data is being collected and stored than ever before. 98 per cent of the world’s information is now stored digitally, with the volume of data having quadrupled since 2007.
Big data has ability to analyse hundreds of millions of tiny snippets of information, in a multitude of different formats extracted from the Internet each day, and we are using this to discover high quality candidates.
This is what we do…
Our Data Science team (who live above our Big Data team) have continued to adapt and design new algorithms that enable our machine learning to carry out more and more sophisticated artificial intelligence, which is at the heart of what makes what we do unique. Understanding a specific candidates’ universe helps us develop levels of interaction, usefulness and engagement not previously possible in the world of recruitment.
We are disrupting the recruitment market using big data analysis. We gather information from online sources, and uses it to match them with job vacancy advertisements that customers post. We have replaced expensive head hunters and recruiters with algorithms that analyse web data, and it’s powerful because it can produce candidates who aren’t looking for a new job, as well as active job seekers.
The development of our machine learning means we can now ‘guesstimate’ attrition rates even down to specific roles and companies. Having listened to our clients’ needs, we can help them build a relevant talent pipeline and avoid the need to continually recruit for vacant roles. It is reassuring for them to know that by using our technology they can engage a group of relevant candidates for roles they need to fill at the drop of the hat anytime in the future.
In addition, through our machine learning, we are now able to understand, deeply, the relationships between key skills and how certain levels of candidate translate this to their CV.
But more importantly, we understand what type of message a candidate wants and will respond to; with standard email marketing all but dead, what delivers results is when a candidate receives a highly relevant, useful, personalised email in their mailbox. It really is the only way to turn passive candidates into quality applicants.
Get in touch and find out how we can help you:
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