When a candidate stops filling out a form, abandons the candidate journey or even decides to leave the company shortly after being hired, something has gone wrong during the search and selection process. Lengthy and complex registration forms, disorganized selection processes, poor communication with candidates, burnout situations and poor sharing of company culture are among the main culprits. In addition, there is sometimes a lack of or partial compatibility between the candidate and the job advertisement (Job Matching), which can lead to making the wrong selections and subsequently having to start new ones, wasting further time and money.
Regarding the latter, a big help comes from adopting artificial intelligence (AI) technologies that make finding suitable candidates for the vacancy easier and more effective. Let’s see how in this article.
In general, several solutions can help improve the recruiting process for the benefit of Talent Acquisition. To avoid some of the situations mentioned at the beginning of the article, it can help to adopt recruiting software. If you add an AI system like Inda to this, as well as enhance the operation of the Applicant Tracking System (ATS), you can leverage the algorithms and capabilities of these intelligent technologies to make the right hiring decisions.
Artificial intelligence allows recruiters to base their decisions on reliable data, to make predictions on recruiting strategies and to make job matching more effective. For example, by Taking advantage of the information extraction and CV/Resume Parsing functionalities offered by artificial intelligence, it is possible to easily extract information from the CV or from the job ad that will be used to identify the matches necessary to define the perfect match between candidate and job ad and vice versa.
In this way, companies can find the most suitable candidate for a job position and immediately exclude from the selection process those profiles that are not compatible with the requirements of the ad or not entirely suitable for the job vacancy, increasing the probability of successfully closing the selection process.
Job Matching is a process that, using artificial intelligence, searches for the best match between job ads and candidates and vice versa.
To set the AI matching operation in motion, artificial intelligence technology analyzes both the content of the CV and the text of the job ad and extracts information such as skills, education and training qualifications and professional experience, helpful in matching the right candidate to the right job ad.
The Job Matching feature provides companies with a ranking of candidates against a particular job position (and vice versa; it can give a ranking of job positions against a specific CV) based on how well the requirements of the job description are met by each candidate, avoiding the risk of overlooking relevant candidates who have used different terminology from that used by the recruiter or wasting time reviewing candidates who are not suitable.
A technology like Inda has a semantic Job Matching system that can start from the text of an ad as input to sort candidate profiles based on compatibility, or vice versa, starting from the text of a CV to sort ads based on relevance. In both cases, the comparison is made based on skills, job titles, seniority, level of study, etc. Compared to the direct search for candidates that uses the keywords chosen by the recruiter or synonyms (in the case of Inda’s semantic search, Job Matching tries to match candidates and job ads (and vice versa) based on concrete data and extracted information, expanding the scope of the search to the entire CV database.
Tra i vantaggi principali rispetto alle ricerche tradizionali:
Job Matching is an operation that works in a bidirectional way: from the job advertisement to the candidate and from the candidate to the job advertisement. The one developed by Inda allows both to analyze the content of CVs and vacancies to identify the best matching and propose job ads to the candidates in line with their requirements.
The matching can take place before or after the publication of the advertisement by the recruiter. Taking as input the text of a job advertisement that has not yet been published, Inda allows a preliminary matching to find the best match between the profiles already present in the DB. If the result is positive, you can avoid the publication of the announcement and directly contact the candidates whose data you already have. If the result is negative, the real Job Matching takes place after the ad’s publication, which is much more precise and faster and acts on the list of candidates who have registered for it.
When the starting point is the CV, Inda allows you to suggest to the candidates a job posting which they should register for. Periodically, it is possible to communicate with candidates in a push approach to signal the availability of new job offers in line with their requirements. All this has a twofold effect: on the one hand, it allows you to receive more qualified and relevant applications for each ad (optimizing the subsequent screening time); on the other hand, it involves the candidates and reduces the effort and time they spend searching for positions suitable for their skills.
Matching candidates and job ads allows you to improve the functioning of the search and selection process. Here are some of the main benefits you get from Job Matching: