Talent Acquisition – The Search for the Cognitive Elite

Job Search – 2013 (Old School)

• Post resume to digital networks such as monster.com
• LinkedIn Profile – connect with people via social media networks
• Attending alumni networking events
• Contact people by email or direct messaging to schedule networking coffee or lunch meeting
• Send hundreds of resumes via email
• Hiring process included scheduling phone and in-person interviews by email
• HR department verified traditional information and did a social media search

Job Search – 2017 (Digital Economy)

• Digital profiles – LinkedIn and Glassdoor
• Join targeted company talent network
• Download mobile talent app and play games, which test skill levels
• Chatbot interview
• Interactive application system which is driven by machine learning and predictive algorithms calibrated in real time
• Big data search across the interview to determine personality, behavioral patterns, and work style

Cognitive Systems Are Profounding Changing the Hiring Process

HR departments use advanced talent acquisition (TA) tech systems to verify a candidate’s cognitive abilities and skills. Ever bit of data that we produce is captured and analyzed.

Today, listing your college degree and professional experience on LinkedIn is no longer sufficient. Advanced AI automated TA systems determined with an incredible accuracy our abilities, limitations, strengths, and weaknesses.

These machines know us better than we know ourselves.

Driving the accelerating speed of disruption are new advanced cognitive technologies from third party providers such as IBM which launched Watson’s Talent Acquisition Suite in 2013.

2013 was a time when many companies were launching and building these systems. I wrote You Posted What!? that year and spent half of my time interviewing big data and gaming providers along with edtech startups. Each group was determined to disrupt their industry. Many of the projections from these companies are now mainstream.

We’re at the beginning of the evolution of talent acquisition and do not have a complete picture of how these systems will impact the hiring process and employment.

I believe the side effects of these technologies will create unexpected surprises for many businesses.

Beneath the surface of these systems is a highly competitive tool that can be used to find and secure the best talent in the world regardless of physical location while maintaining engagement with candidates who were not selected. These systems will ensure the company maintains its customer base and reputation.

Businesses that understand the deeper changes that are occurring as a result of these new technologies will continue to maintain a competitive edge by creating highly sophisticated cognitive hubs.

Companies who fail to adapt or understand will find themselves falling further behind with each passing minute.

This article was previously posted on my website at www.dillon5.com