Talent Sprocket gives everyone — including recruiters, HR staff, and hiring managers — the ability to make scientifically better choices about candidates. Now your organization can have a repeatable, objective, scalable process for driving continuous improvement through better hiring.
There are hundreds of recruiting solutions available today. All of them promise to make the process more efficient. Few promise a better result. To identify the top candidates, a recruiting solution must understand the requirements of the position — including skills, experiences, affinities, and other qualities — and determine which candidates best meet those requirements. Those products that don't do this build false assumptions, subjectivity and bias into the hiring process. In other words, they deliver bad choices faster.
Defining job requirements is complex and requires specialized skill. In the absence of this skill, determining and prioritizing the qualities required for a specific job is by definition subjective. The resulting job descriptions are generic at best and the job profiles are often simply wrong.
Even managers who are good at managing people often don't know what they are looking for when selecting them. As a result they rely on the feedback loop of interviewing candidates and providing feedback to the recruiter in the hopes of eventually getting it right. The process is inefficient and extremely frustrating for everyone involved.
Once the resumes start to arrive the problem gets worse. The applicant tracking process may claim to assimilate and compare all candidates against each other. But the reality is very different.
Resumes are scanned either automatically or by the human eye for matches on a handful of key words representing skills and experience. When the requisite number of candidates is reached, the process stops. Beyond key word matching, there is no deeper understanding of anyone's capabilities or suitability to the position until the interviewing begins. The process is tedious, time consuming and makes it likely the best candidates never get contacted.