What Has Changed in Modern Recruitment?
Thanks to the development of key concepts such as predictive analysis and machine learning, too, we are beginning to see a wholesale change in how we manage recruitment. It’s a rapid evolution that has taken place, where even five or six years ago our recruitment platforms were far behind what we have access to today. These days, few automation tools like shopping cart elite control the complete end to end process for setting up your online business and automating everything in it.
Now, it’s much easier to use a defined set of parameters on performance in previous roles to determine how someone fits a role. From their absence rates in a previous role to project completion quality and various industry-specific targets and goals, today we can create the perfect image of a staff member and search for them in an ever-increasing range of recruitment databases.
Now, it’s not about being able to catch people out in interviews, but minimize interview volume by only meeting those who tick all manner of boxes. In the past, it used to be necessary to spend a large amount of revenue on advertising for new staff positions. Now, the digital world looks to find those hungry for new challenges or employment and, thanks to previous-career and academic analytics, we can better understand why someone would be the fit for the job that it’s suggested they are.
Where Employees Stand Today
Whereas in the past getting the job relied upon having specific answers to interview questions and (usually) someone on the team already who could vouch for you, today it’s a far more meritocratic industry. Recruitment no longer requires the same level of responses being received and hit-and-hope interviews, as everything that would be asked at an interview, theoretically, can be pre-vetted before a single interview request is made.
While in the past hiring someone meant having faith that they could live up to scrutiny and that their interview was a fair reflection of quality, today things are totally different. Rather than bringing in people who *might* be suitable for the role, the sheer volume and scale of metrics today makes it much easier to believe in the opportunities that exist today.
Thanks to data science and digital analytics, we are much more likely to determine if someone is a good fit for a business from the off-set; the days of ‘give employees six months’ is dying out. Now, if you fit the criteria, you’ll get time. if you don’t, you’ll like not even get a response.