With our Tech Talent In-house Recruitment Conference just around the corner, we met with some of our inspiring speakers to get their views on the most pressing matters in recruiting tech talent and what the future holds for the industry.

Facebook’s Dan Paine, Microsoft’s Rick Sherlock, and JobsTheWord’s Steve Bebbington gave us a sneak peek into their presentations ahead of our full-day conference dedicated to all aspects of hiring the very best tech candidates.

1. What should we expect from your presentation at next month’s Tech Talent Conference? Can you share any teasers from your presentation?

Rick Sherlock: My story shares how we’ve become stronger in the advisory role and how we’re influencing more effectively than ever.

Steve Bebbington: The main focus of the talk will be a case study looking at how technology has improved the performance of the Home Office’s recruitment, in this data driven way.

Dan Paine: If you have been to some of my previous talks you know I get quite passionate about certain subjects, expect some cringe worthy recruiter stories and some insights into what you can do to optimize yourself!

2. How important is data in recruitment today? How do you use it in your work?

Rick Sherlock: In a word – massively. We use data to inform everything from strategy about where to hire through to ensuring completive offers and benchmarking.

Steve Bebbington: It’s increasingly crucial for recruiters to be able to understand the market and the language of candidates in real-time and to be able to use actionable insights to guide their recruitment strategy. Our goal is to turn every in-house recruiter into a Strategic Talent Advisor by making available, simple to use technology and easy to interpret data.

Dan Paine: Very important, always using data to calibrate slightly to make myself and the team better

3. What is the next big thing in recruitment technology?

Rick Sherlock: Beyond AI and social media I am intrigued about how Virtual & Augmented Reality can offer a platform for stronger and more objective based assessment.

Steve Bebbington: JobsTheWord’s Horsefly analytics.

Dan Paine: AI and machine learning are always on the mind in recruitment now and it will be massive when someone cracks it but I still think one area we need to work on is communication, we are working so internationally right now and the amount of times calls have dropped off or signal is bad and you can’t give a good experience. This is a basic function of recruitment that I feel is quite overlooked.

4. Do you think there is enough gender diversity in tech jobs? How do you think this can be achieved?

Rick Sherlock: We need to do more as an industry to ensure the next generation of female talent considers Technology and specifically Computer Science related fields attractive. The irony is there are superb opportunities and genuinely interesting and fulfilling roles in Technology and we’re getting better at marketing them to more diverse candidate groups.

Steve Bebbington: No. We look closely at diversity as our technology talent maps across the globe, we zoom in on locations of interest and profile the talent in those areas and gender is naturally something we measure. The trend we see in tech is that although yes, depending on the role there are often less female candidates that hold the skill sets desired for a particular hire, we also see that that men are hired at a disproportionate rate and that the skilled female talent, is often overlooked.

Our technology allows you to market your job opportunity directly to defined talent pools where gender is always incorporated into the definition. This type of direct communication with the female candidate market can be a powerful tool for changing this trend.

Dan Paine: No there isn’t but it’s an education thing. This is something I will definitely touch on in my talk.

5. With the growth of machine learning, are we in danger of losing certain jobs to AI?

Rick Sherlock: Jobs will evolve in time and we can embrace AI to support humans become more productive and free up time to spend on higher value activities. So in short I see some job families reducing and new roles that don’t exist today in recruitment come to life.

Steve Bebbington:  There is no doubt that engineering, technology and now AI have always culled certain jobs while opening the doors to new industry and the new roles that come with that. This period of development is no different in that regard. What perhaps is very different is the freedom to use technology to fully communicate remotely, and we will no doubt see a large uptake of remote working with location becoming increasingly redundant to hiring criteria.

Dan Paine: Never, recruitment is human to human, not machine to human.

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