Article: How to increase performance in recruitment 2.0: Amit Garg

Talent Acquisition

How to increase performance in recruitment 2.0: Amit Garg

I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not strategies

The best-matched candidates appear at the top of the recruiter's shortlist - whereas earlier they may have gotten lost in the sea of irrelevant applications


Indeed, HR’s biggest challenge is to ensure that the right people are hired within tight time frames - and even tighter budgets. The current environment makes this challenge more pronounced due to the focus on all costs – including the cost of recruitment.

With the internet boom and the large-scale use of online portals, technology has completely transformed the way of recruitment. However, in a white paper on recruitment technology, Dr. Charles A Handler – the President of the international recruitment consultancy, Rocket-Hire, stated-

‘Technology has done nothing to improve either the effectiveness or efficiency of the Hiring Process’.

To understand this better, let’s look at the table below - in the pre-internet era, a bulk of the recruitment time was spent on sourcing candidates - but after the internet revolution and first-generation job-portals, a bulk of the recruitment time is spent on shortlisting.

Essentially, the easy access to information on the internet results in huge numbers of applications– as a consequence, the recruiter’s time is spent on weeding out irrelevant candidates - making the search for the right candidate akin to finding a needle in the haystack. The issue is exacerbated by the first-generation search-based online portals, which come with their own limitations in terms of accuracy and efficiency.

However, ‘Recruitment 2.0’ is making in-roads internationally, in the form of the unique technology referred to as ‘Reciprocal Real-Time Job Matching’, used by next-generation, successful portals such as Careerbuilder and Jobfox. These portals work on ‘Matching’ instead of ‘Searching’ –their systems instantaneously match candidate profiles and preferences to job profiles, ensuring a good two-way fit, cutting out irrelevance.

While this results in a superior user experience for candidates, the impact is even more significant for recruiters –sine basic shortlisting is already done by technology, this shortens the recruitment cycle time drastically, and enables recruiters to focus their time and judgment skills evaluating candidates who already match the job’s requirements – rather than trying to find the needle in the haystack.

Of course, the use of this technology isn’t only to make the life of HR easier – it has a very real impact on the business performance in two key ways.

Saving Time and Costs – It enables closing positions much faster, at a highly reasonable cost. Also, by automating the shortlisting process, it ensures more efficient use of the recruiter’s time and effort.

Getting the Right candidates – The best-matched candidates appear at the top of the recruiter’s shortlist - whereas earlier they may have gotten lost in the sea of irrelevant applications, real-time matching ensures that the right candidates do get noticed for the right jobs.

Because, ultimately, as Larry Bossidy said - you bet on people, not strategies.

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Topics: Talent Acquisition, Technology

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