I had to laugh today

I had to laugh today.

I still get email updates from Dice—though not for long! After being a customer since 2007, I’m canceling my subscription. Dice has become, well, a dying (or maybe even dead?) tool for recruiting. Anyway, today’s Industry News email from Dice included an article titled "Using Technology to Modernize Tech Recruiting." It featured a company I'd never heard of, along with insights from two people I won’t name because I’m sure they're hardworking individuals. The article promised to reveal how to "modernize recruiting" with technology, so naturally, I clicked.

What exactly is this "new tech" they’re using I wondered? Turns out, it’s the same old approach that’s guided my recruiting and company motto since day one:

"Present the right resume the first time."

The article notes, "General recruitment platforms operate on a keyword-based system, a dated model that struggles to evaluate the nuances of technical expertise blah blah." One contributor explains, “You post a job on LinkedIn or Dice, and within hours, you get a flood of applications."  This is true as we all know, speaks to more of the desperation that many job seekers feel vs. the 'model' that struggles to evalulate. 

Anyways, they go on to say they "realized that the industry needed a more "nuanced" approach that focused on skill relevancy, depth of expertise, and team dynamics."  Not really a new idea, but a new platform to get to this info was making me curious. So now I'm going to learn something I say to myself excidely!

Their platform supposedly achieves this by allowing hiring managers to focus on candidates’ real-world experience, rather than just keywords. As the other contributor puts it, “The pace of technological change has rendered the traditional recruiting model ineffective. Skills like Python or JavaScript might be ubiquitous, but the depth and recency of someone’s experience with those systems matters immensely. (Really...they just figured this out? I start to get annoyed...) it's reported that "We’ve built a platform that allows hiring managers to get to the heart of what really matters — what candidates can do right now, not what they did five years ago.”

So, wait...the revolutionary "new platform" involves having an experienced recruiter actually speak to the candidate to qualify their skills, recent experience, ie getting to the 'heart' of what matters, and communicate this to Hiring Managers? I’m confused—this is modern..a new platform?

They go on to describe how this "revolutionary" approach replaces resumes with "comprehensive, interactive digital profiles" that give hiring managers a multifaceted view of candidates' experiences and capabilities.  I sat and wondered...what was the previous method they were using?

At CAP Global, we've been doing exactly that from day one—providing hiring managers with comprehensive, interactive candidate profiles and, in almost all cases, presenting the right candidate the first time (and at remarkably low rates, might I add). Our 17 year old "old" platform seems to be the "new" platform.

For more information, contact [email protected]