Today, the recruitment landscape has been changed forever, and it will never return to the way it used to be. Recruiting is not dead, but it’s going by the wayside as there are more efficient, effective and faster methods to reach candidates on a larger scale. There will always be a place for professionals who prefer to speak with a human about a job change, but the techniques used by recruiters to reach candidates have evolved.

There are new AI or smart-matching platforms that promise all sorts of black-box type of magic to match candidates to open positions. “Their technology is smart”, “Create your short list”, or “we’re using A.I. and natural language processing” are statements that fly around in advertisements every few minutes and are hard to avoid. What they truly are is a study for the next generations marketing classes in college. Yes, we know there are positive outcomes on any of the platforms, but how frequent are the successes taking place in relation to the amount of people who are using the system? And would it work for you?  

In today’s corporate environment, traditional recruiting no longer works. Professionals don’t like being called at work and don’t want to speak to recruiters who they do not know. It’s been reported that upwards of 70% - 75% of professionals are not receptive to recruiting calls, and in turn will not use a recruiter who calls them at work. That statistic shows recruiting is growing increasingly difficult and ineffective at producing quality candidates consistently.

The intended benefit of using a third-party recruiter is the personalized attention the candidates and the hiring managers receive. To complicate the recruiting picture, the recruiter is supposed to be the one who has the best intentions to service the needs of the candidates and clients. They are supposed to bridge the gap between communications, expectations, offerings and negotiations. But somewhere along the way, the recruiter payed more attention to getting paid, rather than the needs, wants and desires of the candidate and client.

Please do not misunderstand that there will always be a place for recruiters, for those managers who need a very particular hire, as well as those who prefer to deal with a human on the other end of the phone. But having been a recruiter for 25 plus years, and having worked in multiple recruiting organizations, I am confident in saying there are very few good recruiters who really set out to improve the lives and careers of those they claim to have a relationship with. To most recruiters, the people who they deal with are a means to an end, a way to get to a fee and themselves to a commission.

Corporate Portals, Public Job Boards and Smart Matching platforms are not much better than external recruiters, when it comes to finding an opportunity for an IT and Quantitative professional. Vetting candidates from corporate portals and job boards is especially difficult on the HR, IT and Quantitative recruiters and hiring managers. The portals, job boards and Smart Technology platforms miss the organizational skills, professionalism and personalities of the candidates applying for positions. The corporate portals and job boards miss a very big and key segment of the candidate population as passive candidates are not likely to post their resumes and let it be known they are searching for a position. Many “Smart Matching” platforms do nothing but sort candidates from the public job boards, out sell their platform to small recruiting firms and get their candidates and position openings through a third party themselves.

From the hiring organizations side, they have the opportunity to build a resource of candidates and a view of the overall market, but if no one on their side acts on the inbound resumes, what good does it do for either party? The idea of directly applying to a Human Resource Professional’s job on a portal does not ensure that a candidate’s resume will be seen by a hiring manager. In many cases, a candidate’s resume will remain in a Human Resources database to be considered at a later date. There is a reason corporate portals have earned the moniker among IT and Quantitative professionals as “black holes.”

Over the past several years, there have been a number of startup companies, in addition to some sizeable companies, that have created platforms which claim to use “AI” or “Smart Technologies” to match candidates to hiring requirements. Each company brings some sleek new technologies, a new angle on recruiting and a marketing plan on why they are the one to improve the hiring markets. If you are to dig in on the more intricate details, there is an obvious concern which is the lack of data these platforms collect from the candidate or hiring manager. There is a complete lack of actionable data, no method to match the groups culture to a candidate’s personality, and no way to have the client and candidate speak even before the first interview begins to see if there is a potential for a match.

Anyone who works with data will tell you that the better the quality of the data going into a structured process, the more accurate the results of the output. Can a person’s career, professionalism, personality or preferences be captured in a few clicks? How “Smart” can a platform be if there is not enough data points going into an algorithm, Artificial Intelligence or quantitative model? How can an algorithm, quantitative model or smart method tell you what you are suited for or find you a step up in your career, if it knows nothing about you?

When my partners and I developed TalentAlgo we wanted to go beyond any other “Smart” platform out on the market today. We wanted to create a platform that solved the many issues candidates and hiring managers face with recruiting today. We don’t just use basic data points or lines in a resume to match candidates to open opportunities. We’ve created a platform that goes deeper with data, so that our algorithm is able to make more precise matches based on skills, knowledge, education, workplace personality and more. We like to think of our system as the new world of recruiting!