Recruiters who say that they don’t see the utility of recruitment assistance tools, or who think that these tools endanger their positions are somewhat Aristotelian (scientifically speaking) in the HR environment.
Understanding that those who remain anchored in a vision – not just analyzing and observing – manage to have a good analysis of the recruiting world in which we find ourselves, and those who do not will not contribute to the progress and development of human resources. Note that I am not trying to downplay their recruiting talent! But let’s say that for this analysis of the inevitable strategic changes in the world of human resources, it’s not the best method…
At face value, Aristotle was one of the most influential and incredible thinkers in history; he brought ingenuity to mathematical logic. However, with regard to science, we would have done fine without some of his thoughts…for example: “A hot diet helps give birth to boys,” or “flies have four legs” or “it is a fact that women have fewer teeth than men,” and so on. This small comparison is only here to press upon you that we may very well be good at one thing, but if we do not have the necessary tools for analysis, it can still be completely false and erroneous.
Hence the fact that today, there is a dependence that is created. A dependence between HR tools and recruiters. Recruiters will use the tools to be more precise in analyzing the candidate when recruiting. But for HR tools, without observing the recruiter as well, their effectiveness is diminished.
Currently, you can find different solutions on the market that allow you to get familiar with the personality, motivations, and skills of a candidate.
The importance of these personality traits, which determine the behavior of a candidate, as well as the importance of their abilities and motivations, is that they can analyze more precisely the person you have in front of you and whether they correspond to the open position. Therefore, your comments will have scientific support (I’m speaking here of so-called “hard” science, not social science).
These analyses of persons permits something else as well. They allow one to turn to a new trend in recruitment: predictive recruitment and the predictive management of talents.
Predictive recruitment refers to the Big Data analysis method that we’ve heard more and more about in recent months. It allows, thanks to information provided by the company and the results of questionnaires, the collection of data that will help to create “target profiles” in regards to success, failure, and evolution in a position. It allows companies to improve their talent management and recruitment, but also improve the welfare of employees.
What is the result? Decreases in turnover, increased performance among employees, and a rise in revenue.
AssessFirst Marketing Project Manager