By Jack Kearney
Every successful company knows that they are only as good as their employees. A good HR department is as important today as the product or services the company provides.
With the advent of the internet, we now have dozens of job boards, like Indeed, CareerBuilder and Zip Recruiter, to name a few. Gone are the days of searching through filing cabinets filled with resumes. Now the information the recruitment staff needs is at their fingertips. But they still must search through a massive number of resumes, to find the perfect match.
Recent studies have shown that the average cost-per-hire is over $4,000. Moreover, the average time it takes to fill a given position is 42 days, according to the Society for Human Resource Management’s (SHRM’s) 2016 Human Capital Benchmarking Report.
For that reason, many heads of HR sometimes go outside and use private recruiters to find the perfect job candidates. Because the cost of a bad hire can be much greater than the original cost to hire them, they can justify the 20-30% of the hire’s first-year salary most recruiters charge. The added incentive that a recruiter is not paid until the hire is on the job for at least a month is standard in the industry. Some HR executives argue that a month is hardly enough time to prove the new employee’s worth, since, for the more qualified and higher paid, training can exceed 2 months. Many companies are beginning to consider eliminating recruiters all together in favor of software programs that are designed to find the perfect employee.
Recruiters argue that AI can’t offer the personal touch a one on one connection can. They pride themselves on the notion that what separates them from a job board is they can gather information on the candidate’s key personality traits, workplace preferences and company culture preferences. Many hiring managers think that one of the biggest things besides lack of technical ability that makes a candidate unqualified is that they aren’t a good culture fit. Employees tend to last and even thrive, in an environment that they enjoy being in.
Determining whether a candidate is a culture fit or not is not something a job board can do.
So, what if there was software that offers all the best features of a job board and the personal screening of a recruiter? There is! Monikl is a web application that is free to sign-up for both candidates and the companies that are looking to hire them. Monikl’s Artemis Algorithm is designed to reinvent the way companies hire employees using proprietary technology that matches candidates to the company based on a number of variables. AI’s version of a “personal touch.” Monikl’s motto is “bringing the right candidate into focus.”
So, besides the common information one gets from a job board, included in Monikl’s screening process is the candidate’s key personality traits, workplace preferences and company culture preferences. Thus, satisfying the HR hiring manager’s ideal candidate. In fact, Zachary Senz Kamler, the CEO of Monikl, is so confident in his program he offers a guarantee of up to 90 days on salaries over $100,000. Join corporations like Siemens, Arcadis, Echo Global Logistics and Hyatt Regency, and take your recruiting efforts into the twenty-first century.
*About the Society for Human Resource Management
The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, representing 285,000 members in more than 165 countries. For nearly seven decades, the Society has been the leading provider of resources serving the needs of HR professionals and advancing the practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit them at shrm.org or follow them on Twitter.