Science of Hiring: Visualization of Decision

Over the past several years we’ve all embraced the technological advancements. It was just 23 years back we accessed first multimedia browser and now we are about to enter in the visual world with technologies such as Virtual Reality. According to tech giant IBM, every day we create 2.5 Quintilian bytes of data. 90% of the data we have is created in last two years alone. From the Internet Of Things (IoT), where we are today, we are beginning to enter into a new realm of technology. There is a remarkable change in technology, and the talent acquisition industry is changing with it. Every talent acquisition expert wants to evaluate candidate profiles before interviewing and there are recruitment tools that help recruiters do that. Conventional interviewing does not work as it used to; now sources have to use many tactics to find the best-fit candidates and then interviewing them to improve the quality of hires.

The science of hiring revolves around 3 simple ideas-

1.Find Best Candidates

It all starts with finding the best talent for your open position. As per a recent report by Glassdoor statistics, on an average, every corporate job opening attracts 250 resumes. Can you imagine going through 250 resumes? It’s hefty and time-consuming.

“A good candidate is like a four leaf clover lucky to have but hard to find”

You need to increase your talent pipeline before you submit the candidate’s profile for review. The best practices include advertising about your job position, think about the innovative ways that will make passive & active candidates submit their resumes. Hootsuite hosted live broadcasts that gave virtual tours of all their offices while advertising about their job. You don’t have to be a money spender, you just have to be creative. You can try our online sourcing tools such as instaTalent that source best-fit candidates for your job position. Read more about best-kept secrets about sourcing talent online.

2. Recruiting is Relationship Building

The best practices include bonding with the prospect candidates. According to the Glassdoor statistics, 51% of candidates are looking for a job change; that 5 % are pure leads for a recruiter. Talent acquisition experts have more chance of accommodating a passive candidate when then act as “Recruiters who cares”. Staying in a touch with prospect candidates is always a best practice. Passive candidates are more important to build a quality of talent pipeline.

3. Visualization of Decision

As per a report by IBM Watson, 65% of the people are visual learners.

visualization_image

Above image is just an example how we tend to analyze the situation more carefully when represented with images.

Does it really matter?

Yes, visualization of data empowers decision-making process. Compared to computers, the human mind is weak at performing calculations, but much better at recognizing patterns. Visualization of data presents an opportunity to put the data to work for better performance. Visualization may present you new trends and ideas that previously you may not have noticed. Because of this, visualization of data makes complex situations easier to understand.

Consider an example above where you have posted a job description for java developer and talent acquisition software such as instaTalent recommended you best top 10 candidates.

  1. Such a visual interface allows a person with no statistical training to analyze the candidates and get more insights about them
  2. Their resumes are scored based on their skill-fit, culture-fit, education scores and experience level. Companies can choose their priority for a suitable candidate.
  3. This type of cognitive decision matrix helps recruiters select the best from the best.

It is the best way to find the right candidate for your position. Visualization of candidates skill-fit allows you to select the perfect candidate. Talent acquisition platform like instaTalent leverages IBM Watson technology to represent the culture fit of the candidate. instaTalent combines advanced visualization and cognitive computing capabilities in a way that allows users, without any training, find the best candidates for their precise job position.  

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