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If I were a candidate, I’d like to know which positions suit me best

Just because candidates are aware of the current state of the job market and are able to find vacancies, doesn’t mean that they know which vacancies suit them best. There are three main reasons for this.

First of all, there are usually a great deal of potentially interesting positions; it is impossible to consider them all and read through all the job descriptions.

Then, there is a lack of available information concerning the position, making it tough to determine if it is worth applying for.

Candidates often lack a clear picture of certain key aspects, such as the work environment, quality of life, job content, ambiance at work, or company strategies before applying for a vacancy; these are only revealed to them at the interview or once they’re hired. Sometimes, decisive aspects, such as the key factors for a successful position, are even unclear to the employer.

Finally, the notion of the best suited position is, by definition, relative.

For highly ambitious candidates, “the best positions available” may not entirely meet their expectations and they might be forced to revise their search criteria. On the contrary, if candidates are not ambitious enough or don’t actively search for the best positions, they may never find them.

The latest technologies shed light on compelling perspectives in this sector.

Semantic matching helps automatically match thousands of job vacancies with candidate profiles or CVs. Candidates are provided with a list of positions that they should consider before moving on to other positions. This can be implemented during the application process, for example. When candidates apply for a position, we know that they are actively looking for a job, but we can’t tell whether they’re searching for the most appropriate positions for them.

Other more relevant positions can be put forward to candidates by going through their CVs. Recruiters can discuss gaps between a candidate’s CV and the position offered to clarify certain ambiguities.

Semantic matching, along with the available information, helps better position candidates and makes sure they don’t ever miss a job opportunity. A lot of thought and research goes into implementing semantic matching to make sure candidates are offered the most relevant match.

Semantic technology also improves the quality of available information and helps candidates make informed decisions.

In addition to the crucial work done by recruiting experts, these semantic analysis tools automatically extract information to, for example, study the relationship between jobs and skills or career paths. They can shed light on the topics broached or the expected competencies for a job. They also automatically assemble information coming from different sources. For example, within the matching framework, if I have location-specific information, the automatic geo-tracking in a vacancy description provides candidates with additional information.

Analysis and semantic matching thus work hand in hand.

For even better matching results, advanced analysis methods can be applied, especially using Big Data.

Thanks to advanced algorithms, we can study career paths or key elements of success, which can easily go unnoticed, for a given position within a given company, taking many different factors into consideration.

With current technologies and a thorough understanding of the inner workings of the job market, recruiters will soon be able to offer candidates suitable positions by taking into account a number of personal and professional criteria. Also, it is highly possible that in the future, the recruiting process will begin on a mobile application, and employment websites will play a more informative role.

On a more long-term basis, candidates may no longer settle for identifying interesting positions, but may very well engage in negotiations with recruiters.

If I were a candidate, I would want a smooth and efficient recruiting process

The recruiting process can sometimes turn into an obstacle course.

  • Candidates’ applications may sometimes go unanswered
  • Interviews are short when you think about what needs to be said and learnt
  • Interviews may lead to additional costs or give rise to logistic issues
  • Recruiting steps may multiply and lead to confusion about where things stand
  • Interviews are not always transparent and this makes it difficult for candidates to learn from their mistakes

In short, even though recruiters are now equipped with the latest tools, candidates have not been able to benefit from advanced technologies since the arrival of job boards at the end of the 20th century. Yet, new and interesting technologies are already available.

Applicant Tracking Systems offer follow-up and candidate interaction features throughout the recruiting process. Video interviews are now becoming more popular as they are a great way to cut down on trips to the interview location and time spent preparing for the interview. While different online recruiting tests available allow candidates to see where they stand with regard to the company’s expectations, different web services such as Google Maps, Glassdoor, Youtube, Evernote, and Google+ easily help improve the candidate experience.

All in all, progress is now possible and accessible; improving the recruiting process is largely a matter of will and change management.

Two promising ideas for the future

The first consists of providing recruiters detailed information on the job market so that, during a recruiting interview, they may be able to place the recruitment in a more global context, advise candidates, and help them apply, even if the interview does not lead to a hire. This tool will ideally contain candidate CVs and will be useful for managing access rights.

The second is a lot more difficult to put into action. It consists of providing candidates with a tool which lets them consolidate their applications, obtain additional information, and make it easier for them to make the right choice.

There are several obstacles to making this paradigm shift and it may never see the light of day. However, we’ve observed candidate experience from different angles and figured out what can be extremely useful for everyone involved: providing candidates with personal job search tools and ensuring they take advantage of the progress made in distributed decision-making.

 

You can contact the author of this article by email: loiseau@textkernel.nl

For more information, check out the Textkernel website.

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