by merkel on January 25, 2018
The use of algorithms and predictive tools to determine the success of a candidate will transform the way in which companies track talent. And it will become a factor that will impact how we will have to look for employment from now on. The crawler robots will know how we are and what we do in social networks and they will offer us positions. Even if we do not look for work.
Does it make sense at this point to send résumés? Is it possible to overcome the obstacle of invisible offers? How do we adapt to the fact that 80% of these valid offers are not published? Do we waste our time with traditional job search strategies? Are the job portals useful for something? Do we know who is who in the recruitment business? … There are many uncertainties, and good news does not arrive for those who trust their job search only to traditional strategies and methods. Experts warn that the increasing use of predictive tools and systems to determine the success of candidates will change the way recruiters track talent. And above all, it will revolutionize the way to look for a job.
Other people management
It could be the case that robots and algorithms are the real protagonists in the filtering of candidates. If companies know better and better what they want and what they need, artificial intelligence can do the job of tracking on social networks and collecting information about who they are, how they work, what they have done, what prospective applicants can do or how they live. to a position. Even if they are not looking for a job. Stefanie Stanislawski, responsible for innovation in Catenon, predicts that the phenomenon of invisible offers will not stop. Among other things because many companies no longer want to publish ads. “Companies already know what they need and have their own resources.”
An algorithm could be 50% more accurate than the man in the selection process
Stanislawski is convinced that companies and recruiters should start thinking about having different teams: “It is not enough with psychologists and lawyers. It is necessary to incorporate people management departments to physicists, mathematicians, engineers or programmers. to generate strong recruiting teams. ”
He also believes that the use of these systems and tools “is beginning, but it is increasingly common that part of the processes include artificial intelligence and algorithms, for the moment it is used in the initial phases of the processes and for more junior profiles that have less experience. ” Remember that “in certain organizations in the financial sector, the first interview of young candidates is done with a program, camera and web, and online test tests are also carried out in real time, to which is added an interview with a machine, although this does not imply that human contact is eliminated. ”
