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Zero Talent Shortage Through Talent Analytics



Consider a scenario where a recruiter is hiring for high-end niche role such as a “data scientist” facing humongous talent shortage. What is your first reaction? The disadvantaged recruiter won’t be able to find a suitable candidate for this role. What if I tell you that recruiter does not need to panic and can have multiple suitable candidates to fulfill the skill requirements of this role.

The key to what I just suggested is the “skill requirement” part. I am not suggesting that the recruiter can get candidates who are currently working as data scientist, but recruiter can target candidates who have the requisite skill set as that of a data scientist but are working in different areas. The fruition of this idea can empower recruiters and help them achieve the unthinkable – “zero talent shortage”.

Now, while we have dreamed of achieving the unthinkable, it is time to face the reality and really understand, what on the earth can help us achieve the unthinkable. The answer is “Talent Analytics”. But talent analytics has always been there. So, what is new? The “new” part is the use of Artificial Intelligence, Machine Learning and Natural Language Processing in talent analytics.

The use of these next-generation technologies is enabling recruiters to segregate the “skill requirements” of the job from the other clutter that surrounds the job listings. Once, the recruiter has the true requirement at hand, big data analytics again helps him/her to parse through candidate profiles on various social media websites, job boards and other recruitment mediums to match the required skill set with those of candidates.

Let’s consider an example of a product manager. A suitable candidate needs to have the business knowledge as well as the technical knowledge to develop a suitable product. Now, once the recruiter has details of both these skill sets, he/she can look for candidates who have acquired these skill sets over the course of their career but due to some reason or other are not working in the same profile. This expands the “search universe” for recruiter massively. This also helps the recruiter hire candidates who might be willing to learn more as well as stay in the job for long compared to their more established counterparts.

Stay tuned to read other interesting stories on how the recruitment landscape is facing disruption at the hands of transformational technologies!

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