Here’s How To Fix It

Recruiters acknowledge that it is the employee’s Soft Skills which determine their success in the role.
Yet HR Tech is focused on identifying Hard Skills.

How Did It Get Broken

Too much HR Tech is focused on identifying skills and experience, recruiters look for people who have
done the job before, sometimes this works, but more often it does not. Why? Because previous success
is influenced by their previous team members, and their working environment, and what may have
worked in the past, may not be easily transferable.

HR Tech tools are focused on data management and data analysis with a bias towards Big Data and the
discovery of previously unseen trends. This is shutting the stable door after the horse has bolted. After
all which is the smarter approach either: (a) analysing your Diversity and Inclusion Statistics, or (b)
eradicating Unconscious Bias at recruitment. (Hint – if you selected (a) don’t read any further!)

Fix Your Recruitment, Here’s How

You make your final assessment from the interview candidates, but as your interviewees are too skewed
towards hard skills, you filter out some of the candidates with the most promising soft skills. The only
method of identifying soft skills is by interview, but by the time you get to that stage you have filtered
out……… See where this has gone?

HR Tech which assesses Soft Skills at the point of Application, and that could rank all applicants in terms
of their best soft skill fit for the role, and in a friction free environment, fixes this broken recruitment
process, but only for companies that use it.

One of those companies could be you. All you have to do to find out a little more…… is to use this link

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