Google, Hire Recruiters in R&D for better results

After going through thousands of resume, I can confidently tell that we Recruiters understand text better. We can spot every spec of detail in the resume. Recruiters can also spot out misinformation & that too without much difficulty. In fact Recruiters can actually read and understand what is not there in a resume.

Recruiters have been working with text across their experience. Their Job is to understand text. They receive JDs (Job Descriptions) from employers/departments read them, understand them and then create a spec which will ensure better visibility amongst 1000’s of Jobs in Job boards. When they receive resume for the Job, they again read and understand the resume, identify fine prints (or those which are where!) and shortlist resume and move them to prospective employers.

Experienced recruiters need only a glance of the resume to see whether it fits into the requirement. How are they able to do this? In 15 to 20 seconds, the recruiter reads the resume, understands it, compares it with the requirement, check for fine prints, spots the gaps & decides whether the resume fits the requirement or not.

This knowledge and understanding of text information is what Google and other search engines should be most interested in.

Search Engines are constantly upgrading their search algorithms to enhance quality of search results. They work mainly with text information, crawling through websites, copying the text, indexing, stemming and clustering the text so that they could provide their excellent results.

How can recruiters help in R&D of a search engine, after all they only go through resume? There are 1000’s of other document types out there. Product catalogues of mining equipments, Services offered by a saloon, reviews of a critic, legal documents, blogs and comments… the list goes on.

How can a Recruiter help structure these documents?

By going through a resume, Recruiters not only understands the text, they analyze the person behind the resume. They understand the ability, adaptability, quality and knowledge of the Candidate. And then matches these with the requirement of the employers and the people in it. Now that gives the extra dimension to the Recruiter’s ability. And this ability to understand a person by going through a resume & requirements of an employer and the people in it through the Job description make a Recruiter what he is.

If Recruiters are able to put their experience, their perception, their understanding into structured query – you will have one of the most accurate search engines ever.

So Search Engines, get yourself a top notch Recruiter and help this world with better results.

Note: Google uses among various other parameters, a method called Page Rank, PR as it is popularly called. If you want to check the PR for your website – check it out here!

Glimpse into the Future of Recruitment Technology

Recruiting in a nut shell

Millions of people across the Globe are working around the clock in a multi billion dollar market. Their target – help a Recruiter meet the right Candidate!

Sounds simple, but we in the recruiting market know what is in store for us.

The Past

Recruitment has undergone a spate of technology growth since Computer and internet have come into the market.We migrated from Rack and file to email and computer folders, then moved on to Job boards and ATS, in the near past we have started exploiting Web 2.0 in our Recruiting effort.

What is in store for us in Recruitment in the future?

Being a Recruitment Technologist, I always dream of creating various products, services and tools to help simplify recruiters’ task. Here are some of my ideas which will surely turn into reality. Who ever brings them out – recruitment community will surely benefit.

Web Interviewing: With travel cost escalating by the day, Web interviewing is going to be part of the Recruiters toolkit in the future. Already a few players have got into this market. We will soon see more players and better tools in Online interviewing area.

Candidate Profiling: With Candidates today networking and sharing information in the web in different platforms and websites, in the near future, we can expect to have a one point profiling solution which will accumulate information about Candidates from various Social networking sites and technical forums & provide us a comprehensive overview about the Candidate.

Mobile based recruiting: Our current ATS will start provide a Mobile plug-in for communication to all recruitment stakeholders. This will ensure instant communication. This plug-in will evolve into a complete Mobile based recruitment system. Soon Mobile phones and PDA will be part and parcel of recruiting.

Intra ATS plug-ins: How easy will it be if you are able to shortlist a set of Candidates and automatically submit them to Clients ATS and receive communication and status updates through your ATS directly? I hope we will see some solution in this area soon.

Organization mapping service: A very useful tool for head hunters, organization mapping services will provide comprehensive information about an organization and its structure including who is who in the company.

Prediction and Pipelining: With current demands & past history of recruitment, smart and intelligent tools will come into the market which will pre-identify possible openings and pre-source resume and candidates for the position. Now recruiters have to just screen the resume and start the hiring process.

Certified Candidates: I hope someone will bring out a website where candidates can submit their text, video and audio resume. Interview them, understand their skills and do a back ground check. Then offer a certification which can be accepted by multiple Corporations. So once you see the certification, you can start processing the candidates without actually doing a due diligence of Candidate. This helps save enormous time & money here. Candidates are also happier since they don’t have to undergo the process with every company they apply to.

There are definitely many more ideas out there. Please share them here.

I would love to hear your comments.