The Scientific Approach to Recruitment

Recruitment has not really changed since Leonardo Da Vinci sent his hard skill analysis/CV to a prospective employer in 1482.  Over 541 years later recruiters still have to assemble a list of possibles based upon only hard skills. 

The Way It Is

Technology has helped a little, LinkedIn allows recruiters to be more pro-active, and ATSs make information more accessible.  But even in today’s Big Data environment, little has really changed.  The process is still

  • Advertise the role
  • Decide on the Interview Pool by looking at the applicants’ hard skills.
  • Select from the interview pool.

The trouble with this method is that the difference between a good employee and a great employee is Soft Skills. 

The Way It Should Be

The applicants with the best soft skills are more rare than those with the hard skills so scientifically the process should be:

  • Advertise the role
  • Decide on the Interview Pool by looking at
    • the applicants’ soft skills, then
    • check they have the hard skills.
  • Select from the interview pool.

Problem & Solution

The trouble is that the only way to measure an applicant’s soft skills is at the interview, but because the interview pool has been selected on hard skills alone,  by then it is too late.

Recruiters agree that churn would be reduced,  Time To Fill would be cut and recruitment/unconscious bias  would be eliminated if the applicants selected to interview were those who had ranked highest with the most suitable soft skills.

The Scientific Approach

TR Recruiter filters applicants and ranks them according to their soft skill match to the vacancy. 

It’s a scientific approach based upon patented A.I. algorithms supported by over 2,000 peer reviewed articles in scientific journals.   Its painless, all the applicant has to do is to look into their web/phonecam for 20 seconds.  We process over 1.8bn data endpoints across our neural network and rank applicants in the optimised order to interview.  The results are worth it.   

To find out more use this link

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