Let’s take a look at Marcus, a recruiter with a high requisition load. He is responsible for recruiting mid-level managers and professional hires for diverse areas of the business. He doesn’t always have a deep understanding of each profession and the skills required, which creates some challenges. Marcus often struggles with:
Prioritizing the requisitions that require more effort to fill
Utilizing his company’s huge ATS and CRM databases efficiently
Determining which skillsets to look for
Screening for quality candidate
Demonstrating expertise and establishing credibility with candidates and hiring managers regarding each specialty
Convincing candidates to apply and accept offers
This is not only a reality for Marcus, but many of his fellow recruiters—including those who specialize in a specific vertical.
IBM’s Cognitive Capability is revolutionizing this experience for recruiters—and improving their effectiveness too.
Interested? Let me explain the technology
IBM Watson Recruitment is our proprietary cognitive recruitment tool designed by recruiters for recruiters to help them improve efficiency and quality. It isn’t another tool trying to automate sourcing candidates from across the internet or aggregating social profiles (I think that sourcing “magic wand” has some way to go). But it is a unique tool with functionality that doesn’t exist anywhere else right now.
Using IBM Cognitive Capabilities, Marcus’ struggles are a thing of the past. It provides:
Clear prioritization of requisitions by analyzing the complexity of the vacancy and historical hiring data.
A rank order of the most suitable candidates from the organization’s ATS and CRM databases with just the click of a button, no longer requiring sophisticated Boolean searching.
The defining characteristics that Marcus should look for in candidates by analyzing the resumes of previous successful hires.
Analysis regarding a candidate’s suitability for a position—including transparent reasoning he can share with hiring managers.
The latest news on relevant industries, verticals, and competitors aggregated by priority—helping him have more meaningful conversations with candidates and hiring managers.
Employer brand insights that highlight what the company offers over the competition and helps Marcus put together compelling offers to target candidates.
So what is left for the recruiter to do?
The role of recruiters is still vital to every organization—they need to find and engage passive talent, persuade candidates to apply, qualify candidate interests and motivations, provide advice and support, be brand ambassadors, get feedback and share feedback, keep the process moving, qualify and negotiate offers—the list goes on! However, we are making their jobs easier with cognitive.
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