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
o the applicants’ soft skills, then
o 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
