What does an advanced employee search mean? We are already used to online job and employee search services that give us an idea of the employer’s requirements and the skills of applicants.
However, more and more often people are faced with the fact that it is not enough to have an employee who knows how to perform the tasks. It is also important how he is able to coordinate his work with other employees, how absorbed he is in the general idea of the company, how trainable he is, etc. In most cases, you will not find the answers to such questions in a template resume.
Applicant Tracking Software
ATS (Applicant Tracking System) is an automated recruitment system based on in-depth AI analysis and versatile applicant criteria. The ATS software has a qualitatively higher effect on finding the most successful candidate for a position than analogues we have been accustomed to so far.
A good example of an ATS program for employers’ needs would be MatchMiner, who specialize in technical recruiting. You can read about the capabilities of this software at this link: https://employa.com/product/matchminer/.
Simply speaking, if hiring for a serious/important position required numerous interviews with each more or less suitable candidate, now, using an advanced recruiting system like ATS you will get exactly those “options”, which are closest to your requirements and to the policy of your firm/company.
Reyus Mammadli
Additional Criteria in Hiring – The Important Role of Minor Details
The modern approach to hiring takes into account various criteria that provide additional information about a person: his character, social stability and sociability, his life motivation and stability, etc. Of course, many of these points can be elicited during the interview process by experienced hiring specialists (HR department). However, it is not always possible to get honest information from the applicant, who is ready to get the job in any case.
Therefore, systems such as the ATS include additional questions and items that further characterize the candidate for the position:
- it can be a favorite book,
- or a favorite basketball player,
- or a vacation spot,
- or even the name he gave his cat, and so on.
It is this kind of in-depth analysis that provides a broader picture of the person and their capabilities, interests, and motivation. And at the interview, the recruiter or the employer directly will have a broader arsenal of questions to help discover the potential of the person being hired.
Does it work against the job seeker?
Absolutely not! On the contrary, if you, as a job seeker, are confident that this position is best suited for you, then the chances that the employer/recruiter will not consider you are minimal. You will become the main candidate, and those who only “on paper” fit the criteria, but in fact do not fit in the long term, will be screened out by artificial intelligence (by software). Wouldn’t that be great?
Conclusion
The use of AI in recruitment job is, in my opinion, a very interesting and promising solution. I would agree with those who would say that nothing can replace human communication in a job interview. However, the point of ATS programs is not to replace interviews, but to conduct a more accurate search for an employee among the mass of applicants, when exactly those candidates who are most suitable for the vacant position will pass through the funnel of real applicants.
Advanced Employee Search is truly delightful in its approach and, judging by the many reviews, the results.
