In his article, In 10 Years, Job Hunting will be Obsolete, Geoffrey James extrapolates from my quotes to raise serious concerns about privacy and transparency that should trouble us all. But he misses the point as it pertains to AI and big data in hiring—the type of data used, and whether it’s appropriate or not, isn’t inherent to the technology.
Why are Restless Bandit’s search algorithms results best in class? After all, don’t most Applicant Tracking Systems (ATS) provide native search functionality?
Free is an interesting concept. It can be complicated.
On one hand, who doesn’t like free? It’s human nature to love a good deal, and to not want to pay any more than we have to, for anything.
But free can also bring skepticism, or the perception of substandard quality—who among us doesn’t remember a parent or grandparent warning that “you get what you pay for”?
That old adage may still hold true for many goods and products. But software is a different animal, and with innovation comes a hurdle: getting people to try something new.
So letting them use it at no cost makes perfect sense. That’s why industry leaders like Slack, Splunk, Box, Optimizely, and Zenefits offer their high quality, high value products for free, up to a certain number of users, or set of features.
Like these companies, Restless Bandit has created an essential new tool to solve an old problem.
From our collective years of experience developing recruiting software, my Restless Bandit team knows that the struggle is real: most enterprise companies have no effective way to search their existing resume database. Time and time again, they open a new req for the same or similar job descriptions—duplicating previous work and spend—when they already have scores of great matches, who want to work for their company, in their resume database.
We’ve solved this problem with our Talent Rediscovery platform, and we know how much it helps recruiters. We want to get it into their hands—so they can see the value for themselves—right now!
There are, of course, tremendous costs that go into developing software. The time, expertise, intellectual property, and big data insights that go into creating a tool like our Talent Rediscovery platform are hard to even put a price on. Building the algorithms for an AI-based solution takes vast amounts of data, and even more time than many other types of software.
But every time a new customer gets started with Talent Rediscovery, they see the immediate value. How much time it saves. The high quality candidate matches it surfaces. The way it allows recruiting teams to spend their time doing the most stimulating and satisfying parts of their jobs, rather than the tedious tasks related to searching for new candidates.
As soon as our customers see that, two recruiter seats no longer cut it. They want it for every one of their recruiters and sourcers.
That’s why free makes sense for us.
So claim your two full-featured recruiter seats, on us, today. No limitations, no hidden upcharges. No catch. Just a good-faith opportunity to use the most powerful recruiting algorithms available, and see for yourself how essential Talent Rediscovery is for your team.
The global workforce is rapidly changing, and human capital is—by any measure—the most critical asset any company manages.
Topics: talent acquisition, talent matching, talent rediscovery, workforce, retention, skills inventory, employee engagement, talent assessment, skills assessment, talent management, recruiting, skills, human capital
Corporate talent acquisition budgets keep shrinking, even as hiring managers demand more candidates, faster and cheaper. The game is changing—and our existing tools and strategies aren’t keeping up—but we continue to approach recruiting the same way.