The recruitment conundrum: Assembling effective teams

Recruitment is one of the biggest challenges facing employers, who are looking to hire the most diverse and effective teams.

HR managers continually seek out the latest tools and technologies to help with recruitment. It is a constantly evolving industry, because of improvements in technology and research.

However, recruitment models are often-failing to find CTOs and other technology leaders a good enough pool of talent. Why? According to a recent commentary published in the International Journal of Selection Assessment, even with great strides in the industry, there is still a substantial gap between research on the recruitment and selection process, and actual implementation of those findings.

As the problem of the technical skills gap continues, an effective recruitment process has never been more important for employers in the technology industry than it is now.

Assembling effective teams

“One of the most common mistakes we see when hiring engineers is a disproportionate focus on technical skills and hardly any focus on interpersonal skills and attitude,” said David Weinberg, CTO and co-founder, Vervoe. “This is an expensive mistake to make.”

>Read more on ‘As CTO you are responsible for both engineering and product’

“A productive engineering team isn’t made up of people who can write good code. It’s made up of people who complement each other technically, and most importantly can work well together and communicate effectively.”

“We learned this ourselves—the hard way. So now we strongly encourage our clients to focus on more than technical skills when filling highly technical roles. One of the strengths of our platform is that it provides hiring managers with a 360-degree view of candidates, combining both functional or technical skills with attitude. We are forever implementing lessons we learned in our own company into our product to benefit our customers.”

A recruitment platform for HR

Traditional AI HR tech platforms are used for arbitrary resume screening, eliminating candidates simply based on words on their resume, their geographic location, and even their names – and all applicants get is an auto-generated email “regretfully” informing them that they are no longer being considered for the position.

With a wave of new AI technology products being introduced to the market daily, one question seems to get repeated: When we remove humans from the equation, do the processes lose the “human touch”?

>Read more on How the growth of AI will impact the HR and recruitment sectors?

Vervoe’s intelligent hiring platform has set out to answer that question ‘no’ with the upcoming launch of its AI-Powered Skills Testing, ‘the first in the industry that automatically recommends the best candidates based on performance’.

The proof is in the hiring

There are plenty of hiring solutions on the market, claiming to be able to solve your recruitment problem. But, as an employer, you need to be able to view successful case studies.

Once effective and diverse teams are hired – via recruitment services like Vervoe’s – the real innovation can begin from a technical perspective.

>Read more on How technology is ready to define the future of the workplace

The future workplace

“Right now, 99% of the impact AI is having on the workplace is unnecessarily scaring people,” said Weinberg. “We haven’t even scratched the surface, and everybody thinks they’ll be out of a job. Will there be losers? Sure—think Kodak or Blockbuster. But by and large, AI will have a positive impact just like most technological advances do.”

“AI will automate manual tasks, help us make decisions and deliver insight at a level never seen before. The most important thing to remember is that the purpose of AI, like all technology, is to help humans. In our case, we use AI in a very purposeful way: to make it easier for companies to connect with top performing candidates. It’s in complete alignment with our mission, which is to make hiring about merit.”

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Nick Ismail

Nick Ismail is a former editor for Information Age (from 2018 to 2022) before moving on to become Global Head of Brand Journalism at HCLTech. He has a particular interest in smart technologies, AI and...