For a recruiter, sifting through the endless reams of data available on the internet to identify the right job candidates can be challenging. Fortunately, the technology that made all this data possible is also providing the solutions.
Employees are not only a company’s greatest asset – they’re also brand ambassadors, a business’ competitive advantage, and drivers of the firm’s overall vision. This means recruitment as an organisational function is all the more crucial in ensuring the right people are positioned in the right places.
Thanks to the Internet, recruiters have various, expansive platforms, such as LinkedIn, CareerBuilder, and Monster, on which they can search for suitable candidates. These tools have limitations, though: recruiters can only identify potential candidates that are actively seeking employment. This restriction eliminates the possibility of finding passive candidates – people who could be an excellent fit, but aren’t actively searching for new employment.
Take for example, ex-Google employee John Jersin. He was leading ten engineering teams, but any time he found himself short-staffed, it was still impossible to find the right employees. For him, this “drove home the strategic importance of recruiting.”
And with this insight, Jersin founded Connectifier.
In an era of much-hyped tech fads, it’s understandable that recruiters might be sceptical about getting behind yet another new technology, but the company’s growth speaks volumes. According to FierceCIO, Connectifier’s sales have risen by 487% within the last year, and the company has secured $6 million in funding.
The California-based company claims that its service is twice as efficient as existing models at enabling recruiters to discover and connect with exceptional talent. The platform utilises modern big data and artificial intelligence techniques, a tremendous first for the industry.
The powerful search software thus gives recruiters access to true business intelligence. The technology searches across numerous sources at once to identify potential candidates, resulting in a database with the online profiles of up to 300 million people with relevant talent, TechCrunch reports.
With innovative solutions like those offered by Connectifier, it seems very likely that the combination of big data and artificial intelligence will set the standard of tomorrow’s recruitment industry.
Today, many experts believe that the death of the resume is imminent, including organisational psychologist Jean-Baptiste Audrerie. He argues in SPB that with recent advances in technology, it’s likely that CVs will be replaced by cloud platforms that function as digital profiles. And the information, drawn from many sources and updated in real time, will be much richer.
Audrerie says that by 2025, companies will be able to identify patterns in the best-performing employees’ data (work history, biographical information, personality tests) that explain excellent performance. He also forecasts that a candidate’s e-identity, or the electronic traces left by a person on the web, will become an increasingly important part of the recruiting process. New technologies will collate all the data, in real-time, into meaningful information for recruiters.
But of course, artificial intelligence and big data can only drive the recruitment process up to a point.
Although the industry can expect radical technological innovations in the years to come, it’s safe to say that technology’s place in this industry is to revolutionise, not replace, as human interaction will always be at the heart of the recruitment industry.