Taking ownership to find the best talents requires information about the potential positions today and in the future. It seems a natural reaction in today’s world to use technical applications, artificial intelligence and access to data to identify the best talents for any position.
It is the interaction between technology and humans that is the key to mastering future tasks to build infrastructure, architecture and business for the next generation to come. However, the rate of technological change is such that the recruitment process is hard pressed keep up. Therefore, increasing use is being made of artificial intelligence to find the outstandingly talented candidates desperately needed for positions dealing with futurized tasks. The risk of using even slightly dated terminology – for that matter even CURRENT terminology – in the selection process is significant when future tasks are being described. And here is the dilemma: If you search by means of outmoded, no-longer-relevant descriptions of past positions, you may lack the proper focus on specific future needs. However, if you instead search on the basis of such future needs, you may not have an efficient filter for winnowing out those people with the best skills and experience.
The increase in technological support, in conjunction with selection processes via apps, can certainly help to screen the applications to identify the best candidates. However, these processes will only work if the candidates know how to write screen-lined applications and also know the selection processes used within the various companies they would like to apply at – before a human recruiter gets into the process. This is a challenge, because the candidates apply on a 2-5 year scale, searching for new positions in a short window-based timeline. Mastering the application process and knowing the different access points of the firms is a science in itself and not really transparent for the applicants at the time when they are becoming candidates and applying for new jobs.
Business Leaders improve technology in order to hire the best talent. They invest in technological platforms based on artificial intelligence to automatize the screening process and to add candidates’ profiles to their database to fill identified positions. The more technology there is on the different recruitment platforms, the more humans need to support the candidates and the companies to identify the best candidates for existing and future positions. Candidates who know the process and/or know who to talk to, or know how to obtain support from recruiting agencies, are at an advantage. The professional recruiting agencies know the technology behind the recruitment process, speak with HR and the various lines, understand the different job positions and listen to the candidates not only for one position but also for a variety of similar jobs to select the best fit for the company and the candidate. They understand the different technology platforms and processes and are a huge asset for the companies and the candidates.
Agency recruiters bring the humanity back into the selection process by understanding technological needs and putting them in human terms, to find the right fit and then apply on behalf of their candidates with the given technology in the background. Agency recruiters therefore enable a strong and impactful landing and development of a job placement, to provide a solid basis for a successful career path and a fulfilled position in the company’s talent lines, enabling the new hire to become an asset to the company they’ve landed at in the position they applied for.