Third Thursday Thoughts, 12th Edition
Luck of the Irish?
Whether you’re a recruiter searching for the flawless candidate or someone looking for a new profession, it sometimes feels like job matching takes the “luck of the Irish.”
When searching for a job, a little bit of fate often goes a long way. Maybe the right opportunity pops up on a job board just when you need it. There is a certain amount of undeniable luck involved. Maybe it’s being in the right place at the right time, individual factors, or maybe even a networking connection emails you out of nowhere. Sometime, factors entirely unrelated to a job seeker’s application come into play, like changes in a corporate structure. It makes many people wonder; did I just get lucky?
On the other hand, there are some straightforward ways to take the bull by the horns when applying for work so that you can diminish doubts and variables out of your control. Tailoring your resume and cover letter for each position, doing research before an interview, and taking advantage of resources and technologies are all keys to creating your own luck and success.
Recruiters and hiring managers also deal with a multitude of factors that affect their candidate pool and their hiring options. For example, there may be a sudden need to fill a role, or, on the other hand, a hiring freeze is put into play.
Thankfully, there are many strategies and technologies that help employers get “lucky,” from developing relationships and identifying the best candidates, to asking the correct questions. Streamlining the hiring process using modern HR software can eliminate many variables and question marks, bringing luck on the side of the hiring team.
Recruitment is becoming increasingly digital and there are a variety of ways to digitalize hiring. But with so many options available, it’s important to pick the correct ones for the unique needs of the organization. For example, you may want to automate your recruitment system to streamline the more monotonous, time-consuming parts of the hiring process.
Finding the right balance between technology and human judgement is vital. Artificial intelligence, for example, can be flawed and key pieces of information are missed. AI often loses all the nuances of human interaction. A structured video interview, on the other hand, uses technology to organize information without sacrificing the human in human resources, ultimately giving recruiters more insight.
There’s always a bit of luck involved in the hiring process for everyone involved. But with a well-developed strategy and customizable technology, organizations can find, attract, and retain top talent. After all, hardworking, loyal employees are a company’s lucky charm—no four-leaf clover necessary!