Filter Systems, Unrealistic Descriptions, and Other Realities

Complaints of companies when asked about the labor market often refer to the inability to find qualified people to fill vacant positions. Definitely present, in which for each job announcement many candidates are presented, is ideal for businesses, as they are in a position to choose from millions of job seekers. For such an avalanche of requests usually receive for each position advertised, companies rely on computerized filtration applications to reduce that number considerably systems.

For a company hiring each employee represents a significant investment if the expenses incurred to complete the process, the more money it costs to train consider each of the new employees to obtain the minimum level required for contribute to operations. That is why we always try to find the ideal candidate, for which not hesitate to wait as long as necessary.

When this happens, the first thing one comes to mind is that applicants who have applied for this job do not have the necessary qualities to develop the necessary But tasks, digging a little more, you could also ask whether in fact the problem lies in the creation of the profile.

A profile is created from a description of a job, probably created by a supervisor, drawing up a list of tasks and requirements that are looking for a certain employee. The supervisor is responsible for delivering this description to Human Resources Department, which is responsible, in turn, inserting the position in your computer system. The system receives thousands of resumes that must analyze and which should provide a marker of relevance, based on a number of factors that are considered important for that job. It is clear that if there is a problem with the profile created, the system will not grant anyone the opportunity for a second round. That is, an error in the configuration of the automated filter either casusado by a design error or a single manual mistake to get information, can cause a case as mentioned of 25 000 candidates who were left without a chance.

Another problem that companies face is the need-or will- to hire people prepared to do the job the same day that begins. There are already many companies that train their new employees during the first few weeks: today, companies want new hires produce or contribute from the first minute. This presents a serious problem because experience in an identical announced job has become almost an essential requirement. Gone are the days when the potential and attitude of the candidates are judged. That makes companies lose the opportunity to find talent recruitment system used.

A final hurdle to mention is the pay gap: when companies talk about jobs that have not been occupied, not just think that there are no qualified people to perform these tasks. Perhaps, there are no candidates deseeen perform these tasks for the salary offered. Surely, if the companies will increase salaries for vacant positions would not have so many problems to occupy those positions.

These organizations, especially medium and large, use these computerized systems for obvious economic reasons. But the shortcomings of these systems, coupled with unrealistic descriptions of job postings by supervisors or human resources department, make it increasingly more complicated parentalize qualified candidate with the company. Until these businesses decide to refine the hiring process, the distance between candidates and jobs is growing.

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