I recently co-chaired the MBA CSEA 2016 Asian Conference in Singapore. One program featured a number of recruiters speaking about the future of candidate sourcing. The following question was posed to the panelists: “What are recruiters doing to attract talent in the digital age, how are they using data analytics to assess recruiting trends, and how are they using technology to make the application process fast and easy for desirable candidates?” Panelists included leaders from Google, Black Marketing, AYP Group, and Liberty Mutual Insurance.
Recruiters are employing new interview processes to predict future performance. And, those interview processes involve training interviewers, scoring interviewees on a rubric, and then using the data collected to learn what candidates say and do in an interview and how that can indicate an employee’s success at a company.
Here is what recruiters are looking for regarding both current and future roles:
- How do you think? What is your cognitive ability? Employers want to know you have a high capacity to understand, reason, and problem solve.
- What do you know about the market? Who are the competitors? What are the trends?
- What is your leadership potential? Are you resilient? Can you deal with failure? Are you a person who engages with others?
- Do you fit with the company? Google looks for “Googliness” – a mashup of passion and drive that’s hard to define but easy to spot. What is the company’s culture, personality, and values? Is your personality compatible with the company’s personality?