Back in the not-so-good old days, before the advent of LinkedIn or social media in general, a job hunter would find an advertisement in the Help Wanted section of a newspaper or work with an agency recruiter, then submit a resume or fill out an application (or both) – and then wait.
Finally, he or she would get tired waiting and send out a polite inquiry on status of application. Sometimes an equally polite, if not necessarily encouraging, response would come back, but usually there was silence. There was no way, short of a follow-up call or letter, to know if the resume had even arrived much less whether the waiting game and the person in charge of hiring had seen it.
But, this continues to happen even today!
Cut to the first decade of the 21st century, the appearance of social media as well as online application and tracking software. At least candidates now know whether their resumes have landed in the right places. But, have their resumes ever been opened and seen by the right pairs of eyes or fallen into a digital black hole? Knowing something of the ways of recruiters and SEO, candidates also try to second-guess the online application or ATS to include as many applicable keywords as possible.
The problem with keywords is that they alone don’t tell the entire story of a resume. Worse, social media and career sites themselves solicit a huge amount of candidate data and flooding HR managers’ and recruiters’ mail boxes with overwhelming numbers of resumes, threatening the capabilities even the sturdiest database systems. Organizations need to find newer, innovative and intelligent ways to manage these databases and configure their ATS accordingly.
Recently, a new approach to data storage and retrieval has emerged. It is the era of cloud computing. Clouds enable faster and intuitive in-memory access for users.
With a contextual technology based platform, such as Spire TalentSHIP®, multiple format data, whether sourced from file systems, email, database or intranets, can be indexed and integrated even with any existing HRIS/HRIMS/HCM system.
The Spire contextual technology platform converts unstructured, qualitative, multi-format data into formats that are analyzable and comprehensible. It enables the identification and utilization of unexplored resume databases. Since resumes and skill sets exist in varying formats, the Spire system, using proprietary clouds, supports a contextual ecosystem encompassing true intuitive search, match and analytics that identify only the top quality candidates. These candidates are brought into a contextual ecosystem, or a private social network of sorts. Recruiters can run personalized engagement campaigns and initiate engagement activities. This enhances candidate experience letting them to become familiar with companies beforehand.
Within this contextual ecosystem, managers and recruiters can establish rapport with relevant candidates and convert them into active job applicants when needs arise. In this way, a readymade pipeline of qualified and engaged talent gets constructed. As a result, a qualified database of resumes is always available, especially in on-demand hiring situations. Since time gets freed up, recruiters can focus more on enhancing candidate experience.
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