The year is 2020, and the competition is stronger than ever. Today’s organizations are now forced to compete against one another for the top tech talent. With new, innovative strategies being developed constantly, you need to start thinking of what you’re going to do to not only grab the attention of the top available tech talent, but also ensure they’re interested enough to accept the position you’re trying to fill. If you’re struggling on which types of strategies to implement in your plans this year, don’t worry – we’ve got you covered.
Successfully Recruiting Tech Talent
One of the secret ingredients for recruiting tech talent is transparency. It’s important to be as clear and accurate as possible about the role itself with a detailed job description that answers any potential questions a job seeker may have. These job descriptions are always a way for you to market your company itself, so don’t be afraid to stand out. For example, many job descriptions include very general specifications like “hard working” or “determined”. In most jobs, this is a given. Instead, call-out some of the specific areas that the job will have an impact on, or comment on the work-life balance that’s included with the position. At the end of the day, the more specific and trustworthy you are about the position, the less likely you and the candidate will run into any “surprises” once they fill the position.
Competing for the Tech Talent You Need
There are hundreds of different strategies when it comes to recruiting the best tech talent out there, but which ones actually work? In many situations, we now see companies shouting out at the top of their lungs some of the unique advantages they offer (compensation, benefits, work flexibility, etc.) before even explaining the specific responsibilities of the position. When it comes down to it, you need the best of both worlds: top potential candidates in a short amount of time. More and more, we’re seeing this being accomplished through the use of artificial intelligence.
Artificial intelligence for recruiting is all about applying the learning algorithms and problem-solving capabilities of computers to streamline the recruiting workflow. Instead of spending hours and hours filing through resumes (many of those being irrelevant to the position), you will be able to focus your time on the most qualified candidates – before your competitors do. Below are some of the specific features available with artificial intelligence to keep you in front of the competition:
- Ideal Candidate “Cloning”. What about situations where the recruiter has identiﬁed an ideal candidate and wants to ﬁnd 10, 20, or 50 more candidates with the exact same proﬁle and ﬁt for the given company? The CEIPAL AI engine runs a reverse analysis on the résumé and job description to build the relevant correlations and searches that would logically produce the original resume. This “clone” button lets recruiters instantly ﬁnd the required number of similar resumes with a corresponding match closeness score, saving hours of time-consuming, error-prone work.
- Managed Resume Harvesting. The larger the candidate pool, the more eﬀective artiﬁcial intelligence gets. Managed resume harvesting automatically downloads resumes from all the job boards to which a staﬃng company has subscribed, leveraging the unused credits that would otherwise expire at the end of each day or week, depending on the plan. As a result, the CEIPAL AI engine can search thousands of additional relevant resumes to further enhance the quality of every search.
- Intelligent Chatbot. Gen Z and Millennials, whose preference for texting and aversion to phone conversations is well documented, comprise 68% of today’s workforce. CEIPAL oﬀers an AI-powered chatbot that greatly enhances a candidate’s selection and digital onboarding experience by providing immediate answers to common questions, as well as additional functionality such as meeting scheduling.
Make it Happen Today
According to our recent global study on Artificial Intelligence in Recruiting, 79% of enterprise staffing firms (firms with more than 100 recruiters) will adopt an AI-driven ATS (applicant tracking systems) by the end of 2020. If you haven’t explored the benefits of artificial intelligence in recruiting, now is the time before it’s too late.