#TalentAttraction #Tuesday – Recruitment Strategy Development Step 3 – SOURCING WITH ARTIFICIAL “ARTIFICIAL INTELLIGENCE”

By RecruiterGuy | October 27, 2020

Let us discuss the prime potential site for your Top Talent Talent Attraction process – your organization’s website. Where does Top Talent attraction fit into your company’s priorities? Your website tells the tale to people outside your organization.

Where Do People Find Position Openings on YOUR Website?

As a Talent Attraction Expert who is The Candidate Whisperer, I occasionally test company websites to determine their Candidate Experience. Some companies understand the importance of the Candidate Experience. For instance, my client Cache Valley Electric (www.CVE.com), excels with their website. CAREERS is on the top menu. When a candidate clicks on CAREERS, they are taken to the page where positions are listed.

Why is this important? Marketing studies on websites demonstrate that when a group of candidates clicks on your company’s website, you lose half of the remaining candidates every time they must click to find a list of open positions. Therefore, Cache Valley Electric generally keeps everyone interested in one of their positions!

There are other companies, many of them are large corporations where Marketing owns the company website, and Talent Attraction is not a priority, despite having many openings. I tested a legacy telecommunications firm’s website yesterday – you would recognize the name. They hide CAREERS at the very bottom of their website behind “About Us”. When I applied to a position, this was the message I received –

A system error has occurred.

We apologize for the inconvenience.
Please exit the application and open a new session.
If the problem persists, please contact the HR department of the company for which you are applying.
Please ask for assistance regarding your online job application or ask for their Taleo system administrator.
If the hiring company cannot solve your issue, they will log a ticket with Oracle Support and follow up with you.
Thank you.

careersection@att.taleo.net (20201024150330283)

How many candidates do you feel will return to this website? Well, the desperate candidates will return – not Top Talent.

Top Talent Attraction mirrors the Sales Process perfectly. Bureaucratic processes drive Top Talent away, especially when they spend time on a site trying to find open positions – and then the system kicks them out.

The Artificial “Artificial Intelligence” Impact

Let us discuss the Artificial “Artificial Intelligence” in Application Tracking Systems. Companies have a practice of writing weak job descriptions (unfortunately). In moves reminiscent of Mad Magazine’s SPY vs. SPY, candidates use software that mimics Applicant Tracking Software and shows candidates how many keywords are missing from their resumes when compared to the company job description. The Artificial “Artificial Intelligence” in the applicant tracking systems will ignore plural versions of nouns if the job description uses the singular noun. If the intelligence were intelligent, it would recognize other forms of the same words. Better yet, it would recognize synonyms of words – and they do not. They also typically pick up words that do not matter in the job description. Dumb! Bad Artificial Intelligence! Go Sit in the Corner!

Consider this thought – job descriptions are poorly written. Candidates match the resume to the poorly written job description to be selected for an interview. What Possibly Could Go Wrong? All because the recruiting clerk does not know what to truly look for in a Top Talent candidate, and requires software to screen out all candidates except those who mirror the poorly written job description.

Executives This Note Is Directed To YOU

Executives, are you wondering why your quality of candidates is diminishing? Your prized Artificially Intelligent Applicant Tracking Systems are screening out Top Talent! Talented Professionals that I coach cannot understand why they cannot get interviews at companies where they would love to work. I coach them to avoid Human Resources and network into the company. How many talented professionals can your company afford to lose – BEFORE an interview?

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple.

If you have any questions, please call me at 435-714-4425 (Mountain).

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

See you on Tuesdays! Feel free to click on Follow Us to receive my #TalentAttraction Thought Leadership every week or to Share my Just Saying Thought Leadership with your Network through Twitter and Facebook.

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert

USA 01-435-714-4425 Bill@RecruiterGuy.com

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