Whether you talk to your in-house recruitment executive or human resource consultants, and trend watchers of the industry, you are likely to hear about the everlasting battle for the perfect-fit talent. It is one of the most complicated issues, but it literally boils down to one single question – How does the industry hire the right-fit candidates with the perfect set of skills into the pipeline to meet the organizational needs?
Describing, in brief, the battle for the right talent isn’t quite similar to facing a great challenge without the right equipments. Talent is not only about skills that a candidate brings to your organizations; it is also about the background, experiences and various related factors that make them perfect employees as well as valuable contributors to the business.
The quest for the right-fit talent is actually the search for sundry talent. Over time, employers are increasingly turning to technology for help to identify as well as recruit more and more diverse pool of talent.
Sourcing Diverse Candidates
Recruiting diverse pool of talent successfully can be a great challenge. Traditional methods of sourcing are generally very effective for simply broadening the pool of applicant, but not directly increasing the diversity. As most organizations want to infuse veterans, minorities, women, and similar diverse talent into their workforce, the incredible number of social data on hand may seem like a valuable trove of insight into assisting employers identify as well as locate diverse talent.
In order to recruit diverse talent, recruiters are now looking for diversity association membership and similar criteria. For instance, on LinkedIn there are over 8,500 women’s groups and over 350 groups for African-Americans. And further research reveals that a sizeable percentage of the Hispanic-Americans use the social network to the optimum.
Boolean syntax is the most advanced research to narrow your results for recruitment. Alternatively, Google Advanced Search Dialog can also be used. The same search options are available for all the leading social media sites, such as LinkedIn and others where you can include professional qualifying key phrases or keywords along with the member directory, memory list and member search.
Tapping onto the social streams for an insight, especially when you are seeking out to hire top-their talent before they announce their intent of seeking new work is a fast growing trend today. However, this social data influx can also be utilized for improving efforts of diversity sourcing. Besides social profiles, candidates’ participation in question-answer sites and reviews, online communities, and similar activities may help to identify professional attributes beyond the hard-skills inventory, thereby allowing recruiters to determine the diversity of a candidate.
But, it is simply impossible to handle large volume of data manually; without social-stream data support and technological expertise, it will not be possible to narrow down the search.
Looking beyond the social-stream data handling today, it is clear that there are many more mature technologies that can possibly help in diversity recruitment. For instance, there are some facial recognition software that has been used for the purpose of law enforcement security and government. But such software cannot be a commonplace in HR strategies. Recognizing locations, facial features and associated factors, actually, sorting a candidate visually, is less likely to become commonplace. But present technology stacks that can rank, predict, and identify candidates’ behavior through their online presence and social streams are already existent. It is one proven technology that never fails.