One of the most important assets of any organization is its employees. Employees can determine success or failure, growth or stagnation. Finding and hiring the right talent can be a challenge within itself. JESSI Search has the process refined and a component is AI (Artificial Intelligence). AI provides us with an entrée into more than 250 online data sites, providing access to 350 million profiles. Even with the power of AI, it is just the beginning. Here are some of the questions you might be asking about recruiting in today’s market:

1. If you can access millions of profiles, will you be able to fill our position right away? The ability to set up search filters and immediately have a list of potential candidates is a great start to the search process. Technology plays a key role in identifying and accessing talent. It is one tool in the early stages of the recruiting process but it doesn’t guarantee that the candidates identified will be both interested in the opportunity and an ideal fit. There are many steps in the recruiting process before you get to a strong hire. Using AI sets you up for success. Working through the process with urgency, without shortcutting key steps, ensures you get the right hire for your current and long-term needs as quickly as practical.
2. Since unemployment is up, isn’t it easy to get candidates? The answer to this is simply no; it may be easier to find applicants for your position but that doesn’t guarantee they’ll be a great fit. JESSI Search focuses on finding the best candidate fit for the job and even with higher unemployment, that’s not a simple proposition. When there is an uncertain economic outlook, it’s actually more difficult to pull candidates from their current position, even if they’re in a job that doesn’t motivate them, or, that they don’t enjoy. Uncertainty can lead people to decide to wait it out before considering making a career move.
3. Budgets are tight, do I really need to pay a recruiter to help with our search? Tapping your own networks and utilizing internal resources to attract talent is a wise move, providing internal resources are not sacrificing attention to their other important priorities. If you’re not able to fill your talent pipeline with the right candidates to compare and make a strong hiring decision, it’s time to talk to an expert.

Attracting talent, screening candidates and getting to an accepted offer, requires focus and expertise. Consider consulting a recruiting partner. It’s never too early to have a conversation. They may be able to give you some pointers to help with your internal search. Be sure you don’t wait too long to retain a recruiting partner and then expect them to immediately turn around the ideal candidate. Recruiters work with a sense of urgency. The best will have a comprehensive process that results in putting forth a slate of well screened matches to your candidate profile and company culture, who are ready to interview with you. This rarely happens overnight!

“Some people call this artificial intelligence, but the reality is this technology will enhance us. So instead of artificial intelligence, I think we’ll augment our intelligence.” ~Ginni Rometty, Executive Chairman of IBM