Utilizing the data obtained from this experiment, the companies will verify the business feasibility of using TalentRecipe to improve the effectiveness of their recruiting process and the growing demand for engineers, as well as the technical feasibility of using the data to conduct multilingual and multiregional recruiting evaluations.
YOKOHAMA, Japan, March 3, 2024 /PRNewswire-PRWeb/ — TalentRecipe (Headquarters: Yokohama, Kanagawa, Japan; President: Takatsugu Kobayashi) is expanding its SaaS tool globally, using psychological approaches and AI technology including GPT, to deal with the global shortage of engineers and project managers who can immediately address the increasing demand for business development and product development using technology. While proceeding with a demonstration experiment in Japan, we are also launching a demonstration experiment (the “Demonstration Experiment”) with AlifTech, a company headquartered in Uzbekistan (population 36 million), located in Central Asia, where the IT industry is developing at a dizzying pace.
Many recruiters struggle with assessing candidates’ skills and business acumen during hiring. Inexperienced recruiters may lack impartiality, and incomplete or dishonest resumes can lead to mismatches. The era has come to end such inefficient talent evaluation with data and AI.
In anticipation of the growing global need for technology-enabled product development and intensifying global competition for talent, this experiment will verify the economics of using generative AI to improve the efficiency of talent acquisition operations and the quality of talent evaluations. In anticipation of the growing global need for technology-enabled product development and intensifying global competition for talent, this experiment will verify the economics of using generative AI to improve the efficiency of talent acquisition operations and the quality of talent evaluations.
The data obtained from TalentRecipe will be used to enhance the quality of evaluations in English and Russian, and will be expanded to non-engineering positions and periodic post-hire evaluations.
◼️Changes in issues to acquire talents
As competition intensifies, there is an increasing need to directly link recruitment to business strategy from a medium- to long-term perspective, rather than simply hiring personnel to fill in. As competition intensifies, there is an increasing need to directly link recruitment to business strategy from a medium- to long-term perspective, rather than simply hiring personnel to fill in. We can solve the following problems that may arise in the hiring and evaluation of human resources
(1) Skills and experience are changing as the market changes, and it is difficult to respond with only your own talents.
Recruitment is not just about getting candidates to join your company, but also about having them contribute to increasing your corporate value over the long term. The fact is that the career plan after joining a company may not match what you were told about the company during the hiring process, which can increase the turnover rate. Especially for engineering positions, it is difficult to catch up on what skills and experience are needed due to the rapid changes in technology, so job postings and company introductions cannot be updated in a timely manner, resulting in missed hiring opportunities.
(2) Recruitment and evaluation is a bottleneck due to the lack of efficiency due to the expansion of the business.
In an increasingly competitive world, there is a growing need for a high level of expertise in areas such as engineering and a diverse range of experience to compete on the global stage. Naturally, corporate recruiters have to understand these changing times in depth and have to be prepared with expertise in order to be selected as a candidate. However, while it is difficult to increase the number of recruiting staff, concentrating recruiting efforts on highly specialized members of the team can reduce the efficiency of the original work process, and a hiring evaluation that is too personable can also result in variations in quality and missed hiring opportunities.
(3) It is difficult to acquire appropriate talent when information as expected is not conveyed in the resumes or CVs alone.
To increase the probability of hiring, it is important to judge the authenticity and accuracy of both JDs and CVs. However, the more highly specialized the position, the more practical skills are required. While there are many coding tests that measure practical skills such as programming and development implementation skills, hiring companies need to be flexible and create a variety of evaluation processes depending on the position they are hiring for. In addition to the evaluation process, the company must also be able to confirm the alignment between the individual’s career goals and the goals of the company and its products.
◼️About our product
In the midst of a pervasive talent shortage, recruiters are diligently reviewing countless resumes and CVs daily to find the necessary talent. Although many rely on Applicant Tracking Systems (ATS) to streamline the hiring process, decision-making within the recruitment process tends to become overly dependent on individuals, leading to variability in hiring decisions as recruiters change. However, by utilizing TalentRecipe, it’s possible to seamlessly advance the recruitment of globally dispersed talent with uniform evaluation criteria within an organization or according to regional rules, eliminating inconsistencies. TalentRecipe enables the discovery of candidates whose language skills may be lacking but who possess impeccable technical abilities and domain knowledge on a global scale. We believe that by broadening the scope of talent recruitment and ensuring appropriate talent matching, we can significantly reduce turnover rates.
Media Contact
Takatsugu Kobayashi, TalentRecipe Inc, 81 363031544, contact@talentrecipe.com, https://talentrecipe.com/en
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SOURCE TalentRecipe Inc
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