Breaking Top Recruitment Dependencies with Contextual Intelligence
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This document discusses how contextual intelligence (CI) can help break top recruitment dependencies by accelerating the hiring process and improving candidate quality. It identifies five common recruitment dependencies - internal candidate assessment, creation of job descriptions and handling resume volume, attracting potential candidates, scheduling interviews, and tracking/reporting. For each dependency, it proposes solutions using CI tools, such as monitoring internal talent, processing thousands of resumes quickly, proactively finding potential candidates on social media, and generating metrics to ensure compliance.
Breaking Top Recruitment Dependencies with Contextual Intelligence
- 1. Breaking Top Recruitment Dependencies with Contextual Intelligence The recruitment process is typically a slow slog for recruiters and hiring managers, with a number of dependencies built in. Contextual Intelligence (CI) can accelerate the hiring process significantly and improve the quality of shortlisted candidates drastically. Context Devices Users Environment
- 2. Comprehending bulk narrative data by breaking it down and quantifying the relationships between words. For example: making sense of resumes by deciphering words bearing different meanings in different context. Contextual Intelligence has two unique capabilities: 1. Unstructured Data Comprehension Analyzing and interpreting different types of data which give valuable insights hidden in it. The analysis derives inputs from multiple sources such as social media usage. 2. Contextual Data Analysis Breaking Top Recruitment Dependencies with Contextual Intelligence
- 3. Let’s see how you can break top recruitment dependencies with Contextual Intelligence…
- 4. • Organizations suffer from an unhealthy talent pipeline.* • Organizations have mostly identified successor only for the CEO position*. But what about the other levels? Dependency #1: Internal Candidate Assessment *Skillsoft Research http://www.skillsoft.com/assets/research/research_bhg_state_of_succession_management.pdf?aliId=26996322 • Monitor and collect data related to individuals from various sources • Use CI tools to generate algorithms and then create individual, or team diagnostics • Club insights derived from CI with talent development programs, and identify, track, measure and assess internal talent. Solution
- 5. • The time required for hiring processes has grown dramatically in recent years.** • The average interview process now takes 23 days, up from 13 days just four years ago.** Dependency #2: Creation of JDs, Candidate Screening and Handling Resume Volume ** Glassdoor https://www.glassdoor.com/research/studies/time-to-hire-study/ • Select CI tools that can process 1000s of resumes in no time, from multiple data sources simultaneously. It can search up to 1300 parameters at one go. • Save time and accelerate the process by using bi-directional mapping tools which shortlists only the relevant resumes. Solution
- 6. • Posting potential job vacancy to suitable candidates is challenging with--numerous cold calling, email blasts and reference networks • Expensive affair as employers may need to invest on branding Dependency #3: Attracting Potential Candidates • Take a proactive approach and create and maintain your own social ecosystem of potential candidates • Use CI tools to mine the entire World Wide Web, especially social media to locate, attract, validate and engage with potential candidates. Solution
- 7. • Complex and time taking process that needs coordination at multiple points, like phone calls, face-to-face interviews and even a virtual discussions. Dependency #4: Scheduling Interviews and Hiring • A premeditated social talent ecosystem created through CI tools can help-it already contains resumes of candidates searched, validated and engaged. Solution
- 8. • Need to follow internal or regulatory requirements regarding hiring • Need to ensure that all the hiring processes were fair and unbiased Dependency #5: Tracking and Reporting Candidate Search Process • With the help of CI tools, generate the trails and metrics of recruitment data and analytics which were referred to before making hiring decisions. These measurable metrics are evidences of compliance as well. Solution