As technology has improved processes across the broad business landscape, one of the last outposts to be affected by this shift has been the areas of human resources recruiting. Companies’ internal HR departments have evolved past wholly relying on human recruiting. Corporate portals, job boards and social media platforms came into existence to shrink the hold and effectiveness the third-party recruiting firms had on the industry. Traditional recruiting firms (and thus internal recruiting teams) have become less effective as both technology and candidates has changed. Technology has enabled candidates to seek new methods of finding career opportunities without the need of human interaction, while allowing hiring organizations to identify, select, and evaluate prospects of interest.


In the glory days of recruiter cold calls, many candidates might feel they were being put in the awkward position of having to discuss work experience and career goals while sitting within earshot of colleagues and superiors alike. To avoid such scenarios, it was common for many candidates to leave their office to call the recruiter back, taking them away from present tasks. The ripple effect from this could lead to miscommunication or diversion from important objectives, to say nothing of losing the most critical currency in the workplace: time. Time can never be replaced, be it during an uncomfortable recruiter call, taking hours after a full day of work to revise a resume, or interviewing for a position that falls short of a recruiter’s description.


Perhaps we should be thankful, then, that technology has given us an avenue to avert such frustrations. Because of advancements in algorithms and infrastructure, the recruiting process has been enhanced for the benefit of both employers and candidates. The advent of smartphones has opened up innumerable possibilities previously thought of as inconceivable. Texting is supplanting email as a hub for communication. Alerts can notify candidates of positions through multiple devices. In short, hiring managers and candidates can engage one another in near real time.


Moreover, platforms continue to evolve. Order matching, advanced algorithms, artificial intelligence, and data-derived decisions are now pervading systems employed by HR recruiters and acquisition specialists. As a result, candidates can be identified through professional networks like LinkedIn and Indeed, or even social media sites such as Facebook, Twitter, and Instagram. This gives recruiters a new set of tools to locate and communicate with individuals who meet their needs.


For example, a paid LinkedIn account opens up the opportunity to not only target specific candidates, but to see multiple layers of their connections; coworkers, professional associates, past colleagues, etc. If the HR recruiter has an AI, algorithmic, or order management system on the backend, searches would be made even more streamlined and effective. The end result is a richer talent pool to draw upon. Think of it as a high tech networking happy hour. Minus the drink specials.


From the perspective of someone who worked in recruiting for more than 20 years, I can attest that algorithmic, AI, or order matching systems would add immense precision to the recruiting process for any employer. A senior recruiter may recall a handful of candidates based on interviews and select anecdotes. Bear in mind, this is out of thousands of candidates they’ve met over the years. Some can’t even remember what they had for breakfast. Advanced systems can establish stronger connections to relevant recruits. (But you’re still on your own on the breakfast thing.)

However, targeting skills and proficiencies is only part of the puzzle. Ask any musician worth his or her salt, and they will state that nothing beats chemistry (or “feel”) when playing with another person. The same goes for the workplace. Dynamic personalities need to be accounted for, leading employers to working with assessment companies that take stock of a candidate’s attitude, style, and various other intangibles that will impact working relationships. More and more companies are buying into these kinds of assessments, and no recruiting platform has emerged as a clear cut champion in the way of measuring these variables. Until now.

TalentAlgo was designed with the purpose of not only targeting candidates based on their skill sets, but also on assessing their personalities to help narrow the field in finding the last piece of the puzzle to make the ideal scenario for both companies and employees. This platform helps both sides figure out the right fit, based not just on standard metrics like job responsibilities and compensation, but on chemistry and “feel.”
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