Tech recruitment was never easy, but now it is proving to be even more challenging. The tech talent gap is growing with 86% of organizations believing talent shortages are a key barrier to achieving business outcomes (see:1). At the same time even more operations are going online and from just about anywhere. If you can’t meet your candidates, how will you be able to recognize and assess their hard and soft skills? How can you identify the right people and hire them before the competition can make a move?

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Talent seeker and prospective employee issues

Recruiters are unable to sufficiently focus on every potential employee as they are overwhelmed by the amount of information involved in the process. Available data shows that on average, recruiters can take as little as seven seconds to scan a resume (see:2). Furthermore, the average cost of a bad hire is 30% of the person’s salary (see:3). According to LinkedIn, 89% of managers say bad hires typically lack soft skills. The problem is that you won’t see psychometrics in a standard resume. There are tools that measure cognitive, social and personal capabilities, but it takes a great deal of time to complete the tests. Standard job-search platforms don’t provide the necessary tools to present real, detailed, accurate and standardized information about people’s technical and soft skills. However, thanks to the huge inventory, variety and accuracy of data as well as AI/ML supported solutions, recruitment managers need only spend a few minutes to find the right talent in the cloud.

Virtual employment: faster, cheaper, more efficient, and more accurate

In this new reality caused by Covid-19, the Human Cloud platform, supported by Talent Analytics and AI/ML can help companies to quickly match the best people with the right opportunities, even in a remote working environment and with people scattered around the globe.

The Human Cloud is a way of getting the work done remotely, providing companies with access to top talents from anywhere in the world. Having this insight into the real skills, soft skills, personality traits and cognitive abilities of candidates, improves the chances of choosing the right person for a specific task. Advanced HRTech platforms, such as Talent Alpha's, provide advanced insights about which specialists are best and allow organizations to almost instantaneously have access to IT talent from other companies as well as the opportunity of sharing resources in the cloud.

“I believe it is most efficient to look for the right talent capability to do the work exactly when it’s needed by using the best skills inside and outside of the organization. And on the other side of the equation - most specialists prefer to be rewarded for the real advantages they bring to companies and projects’’ - says Przemek Berendt, CEO of Talent Alpha.

This type of platform can offer solutions to the challenges related to managing remote teams, understanding, and indexing skills in a dispersed organization as well as matching specialists with the right projects and opportunities. It can have a positive influence on a company’s HR policy (see:4), recruitment and up/re-skilling efficiency. It can also help in cutting the time and cost spent on a recruitment process. In fact, in Talent Alpha’s experience, reductions in talent acquisition expenditure can be up to 35% (see:5).

Today, as most processes take place online, this should really be the case with recruitment as well. If most organizations believe that it is talent shortages that negatively affect their business operations, then the concept of hiring should be thoroughly re-examined. This process has taken on even more significance due to the changes wrought by the pandemic and it is incumbent on HR managers to adapt to these new circumstances.

Till the end of 2020, those ABSL companies who would like to see what Talent Alpha’s solutions are able to offer, can do so for free in Talent Alpha’s Proof of Concept. To learn more about how the Human Cloud and Talent Analytics can help you today, visit: https://go.talent-alpha.com/POC

1 https://www2.everestgrp.com/reportaction/EGR-2020-0-R-3917/Marketing
2 https://www.theladders.com/career-advice/you-only-get-6-seconds-of-fame-make-it-count
3 https://www.entrepreneur.com/article/233704 4 http://docs.wixstatic.com/ugd/cceaf9_ec9ed750296142f18efdd49f4930f6d3.pdf
5 Rethinking the Workforce Playbook, Talent Alpha, 2020