How to Recruit Candidates for a Job Using a Skills-Matching Platform
Are you continually disappointed by the quality of candidates that you’re receiving from recruitment agencies? This is a common frustration that we hear from employers. How about recruitment solutions that promise the world, but don’t deliver the goods? Job boards that endlessly send you resumes are time-consuming and costly! Online recruitment shouldn’t be this difficult. The talent is out there and the data is available – the systems just need to leverage that data efficiently to deliver more relevant candidates for recruiters. In this blog, we look at how to recruit candidates for a job using a skills-matching platform.
What is "skills matching" and why is it more effective than other recruitment solutions?
How does skills-matching technology work?
Intelligent skills-matching software identifies the most relevant job seekers by combining the job profile attributes and the employer’s pre-set criteria. This allows for contextual learning and verification that those requirements are met by each job seeker before they are submitted to the employer as a match.
Skills matching in the current space doesn’t go far enough. The majority of recruitment platforms don’t have the sophistication to incorporate context. They only match certain keywords and lists of skills on a resume, but the skill itself is not measured. For example, if a resume says, “Experienced in Microsoft Office”, that’s not enough information to know the competency or context, which is relevant to the employer.
Think about it from a trade skills perspective. As a candidate, you know how to drill, say, but drill for what? Carpentry? Building sites? Road maintenance? Most online recruitment solutions cannot differentiate. Skills-matching technology goes further–it learns context. And the more refined you get in defining your job profile, the better results you get. So, the traditional resume methodology should be consigned to history.
It’s time to start matching job profiles with relevant talent profiles. Simple. This is how to recruit candidates for a job in a streamlined way. No more wasting time trawling through piles of unsuitable resumes. Employers need a more refined system with an integrated filtering process for hiring.
Why skills matching is the future of the recruitment experience
An excellent candidate experience is good for your brand
- Defining the employer brand and communicating this to job seekers
- Delivering an experience that relates to the next generation of talent
How to recruit candidates for a job that are right for your business
To identify the right fit for your job opening, you need to ensure the candidate has the aptitude along with the specific skills required for the role. In addition, it is vital that you have an accurate perception of the candidate’s expertise.
Why is the aptitude for a skill is just as important as the expertise? Because some people have a way of communicating that they know their stuff. An employer could have the same conversation with two different candidates, ticking all the boxes (in terms of specific skills and experience), but how you perceive this expertise will be totally different – even if the skillset is the same. Both candidates claim to have the skills you want, but who you ultimately hire depends on how well they presented themselves and talked about their experience.
This disconnect led to the dysfunction (and downfall) of the resume process. How you define an expert in a function, role or industry may not be how I define one. And, a candidate–even an honest one–might not possess the aptitude to be successful in the dynamic way that they think. In the worst cases, they’re just trying to sell themselves as someone with that expertise. In either case, the employer’s perception is different.
We at pepelwerk invite you to ditch the resume application formula in favor of skills matching. This stops people cheating their way into your candidate pool and helps you avoid candidates with skills or experience gaps.
Modern recruitment platforms should offer a streamlined application process and user experience. They should help employers tell their brand story effectively while offering skills tests for different attributes and skill levels. Skills assessments allow recruiters to determine whether the candidate really has the right level of proficiency in the skills required for the job. Candidates can’t oversell you. A more diligent screening process at the front end reduces time-to-hire and helps avoid investing resources in the wrong candidates.
When it comes to learning how to recruit candidates for a job that are qualified, relevant and suitable for your company, pepelwerk can support you.
Summary: modernize your hiring approach
Modern employers don’t want a time-consuming hiring process. Right now, they pay large sums of money to third-parties for solutions that should be reducing the recruitment grind. (But, they only add to and reinforce it.) And today’s job seekers want a quick and easy way to get matched with relevant job opportunities.
With pepelwerk, we wanted to transform the way we approach the working world and give employers a more refined way to find the talent of the future and provide job seekers with a seamless user experience. That’s how to recruit candidates for a job in the digital era.
Pepelwerk is a sophisticated skills-matching platform, which uses 16 points of criteria to identify high-quality candidate matches for your job openings. Our all-in-one recruitment and HR platform helps you build culture-led job profiles and manage your candidate matches in a streamlined way, saving you time and money.