Chris Parjaszewski 👤

Feedback for jobseekers is one of the more undervalued aspects of Candidate Experience. Relevant, Personalized, Accurate and Reliable Assessment of Candidates’ skills can not only help the organization to get access to top talent but more importantly establish a long-term relationship with your Talent Pool. While this can sound a very expensive activity, AI can dramatically reduce these types of operational costs.

Predicting needs and skill gaps at an organizational level requires planning the work needed getting done (and it’s changes over time) with a reference to current and future Team Capacity. In a balanced environment both are growing in parallel at similar speed, but external and internal factors can influence the lack of symmetry and thus need to create plans B, C, D, … Talent Velocity can and should be measured on a regular basis and preventive actions can be taken when there’s a change of momentum.

As for the Candidate Experience one of the best advice for an applicant is to help them better assess their skills and guide them through potential career paths, explaining their strengths and skill gaps in more detail. The better the company have data on which skills and skill compositions are necessary to push the business forward the better explanation it can provide to Candidates. While this is a time consuming effort, I personally believe with the growth of AI - these assessment on a company level can be provided at lower cost and with higher accuracy.

The role of Recruitment and Talent Management processes is all about assessing and assigning the right people to the right problem needing solution. Skill Composition is a journey more than a single event. Planning one journey is difficult. Planning career paths for the entire Team, including Candidates - is a challenge on multiple levels. Complex challenges need advanced solutions, likely involving AI. Thus, interesting future is ahead of us.

The role of the employee is increasingly about understanding how their specific skills add value to the business. Often, it’s the combination of multiple skills rather than a single, isolated one that creates this value. Value can be delivered either asynchronously or on a regular, synchronous basis. With the rise in popularity of remote work, asynchronous contributions have become more common. However, the ability to be available at short notice to swiftly address and resolve issues as they arise is also a valuable and non-negligible asset.

If the recruiter does the right job, it’s likely the retention will improve for sure. Finding the right sources, building smooth and transparent processing, avoiding overpromises and enhancing trust are the key first steps to scale your Team the right way Also - being IN CONTACT and AVAILABLE to your Candidates is crucial to eliminate barriers and overcome the initial reluctance. Stay positive!