We talked about some new developments in recruitment processes made with help of the automation, machine learning, and AI. The possibility of easily picking up candidates basing on social media profiles, automating the initial contacts, verifying them through specialized personality tests or games, even checking them by intelligent tools analyzing facial expressions – it all sounds tempting.
So we would say – yes, AI tools might be exceptionally useful during the initial communication and verification of the candidates. But what makes the successful recruitment is personalization and experience, the combination which GE Hunter experts brought on the master level. Automated tools supporting the recruitment process can quite well pre-select the group of candidates. But under one condition. There must be candidates available, actively sending resumes, giving signs on social media that they are interested in changing jobs.
And what if the perfect candidate doesn’t even know about the job offer? Many people simply don’t look for a job or don’t want any changes in their life until they are presented with the opportunity. Is artificial intelligence, even if the most advanced one, able to find them, identify their skills, and open them to the conversation that might trigger a big step towards a change?
That’s the point when we see a role of a headhunter. In GE Hunter experts are actively looking for perfect candidates, supported by years of personal experience and networking.
Human touch is what differentiates the headhunter from artificial intelligence. Artificial intelligence seeks candidates matching the profile. Human experts can see beyond the profiles, written statements, and even personalized tests. Seasoned headhunters will find candidates escaping from the schemes. Headhunter wants to know the person first, establish communication and trust, build a relationship. The emotional area of the communication between headhunter and candidate gets them closer and allows openness. The candidate sees clearly what are the strengths and weaknesses of a job offer, can discuss his or her concerns with the headhunter. Then the recruitment process can start and conclude with satisfying results. The candidate’s decision is made on solid grounds, with the support and good piece of advice from the headhunter.
Headhunters are looking at the world through interesting people. Finding them, getting to know them, building relationships with them make the foundation for the network which might bring profits in the future. On the other hand, the headhunter supports the organization while searching for the perfect candidate, helping to refine expectations, needs and construct the vision of a person being the “missing” puzzle that complements the image. Revising the people available on the market the head hunter may help precise the candidate profile. Simply discussing the role with potential candidates can bring new ideas of how the company department should be structured. It is possible only for an experienced human headhunter, with special interpersonal skills.
While searching the headhunter is going through certain sectors of the market to find out what is the average level of specialists. What are people’s motivations and the factors that drive a particular sector or function? It is not people responding to headhunters call it is headhunter looking for people to call to. In other words, the headhunter is not just seeking a candidate to fill the position. The headhunter is looking for a person with personality and abilities that would bring the synergy effect to the company, delivering the new driving power and giving a candidate a satisfying and challenging new role.
