Leadership Hiring is a challenge for both recruiters and the organization as well. From mapping qualifications, skillsets, and aligning all that with the organization's trajectory and values, bringing one senior leadership at the right time is a Herculean task! Hiring mistakes at this level can be devastating, especially when job-hunters' expectations have a bigger impact and there is a lack of quality talent across industries. Picture this:

"Jaykumar, expert in hiring at a Recruitment Consulting firm, is a veteran in executive search and has been successful in placing candidates in leadership positions across industry verticals for over a decade. Lately, Jaykumar found lagging way behind his competitors and found himself scrambling for the right talent. Jaykumar and other recruiters like him are increasingly finding themselves in a blank space as organizations look for diversity, true culture and company fit besides the technical requirements."

As the field of HR moves towards digital transformation, a system that stimulates human thought processes by making sense of the data received and applying the same through analyses comes handy for recruiters like Jaykumar. Cognitive Recruitment, or an Intelligent Automated system allows recruiters to understand the core skills, age group and experience levels of candidates while identifying the cultural fit of the screened candidates as well. General cognitive recruitment will help hiring managers avoid bad hiring decisions that tend to dig a hole in organizations' budgeting!

Cognitive Recruitment Process benefits both candidates and organizations (read: recruiters) in many ways:

• Evaluate a prospective candidate's ability to learn the job quickly.
• Substitute incomplete or insufficient information gleaned from references about the candidate.
• Analyze the data for pattern recognition and assist strategic sourcing.
• Remove the transactional and data entry tasks, as a result recruiters will have more time for candidate engagement.
• Analyze the cultural fitment level of the candidate in the organization.

With all the above benefits, Cognitive Recruitment also has a few aspects for consideration:

• A huge database of candidates and hiring data is required for the system to effectively analyze and respond to queries.
• Though the process will enable recruiters to identify a better fit with positive outcomes, traditional screening methods will still be required.
• Implementing a new end-to-end process and tool may work better than trying to force an automated process in the existing system.
• Legal requirements to be checked on the parameters to be built into the system to ensure compliance.

Cognitive recruiting methods are widely used for its enormous benefits and predictive performance levels. Post hiring, the system also helps employees to improve their knowledge and career progression.

With the implementation of Cognitive Recruitment System, the recruitment dashboard of Jaykumar and other recruiters will show increase in success rate by both -- reducing the likelihood of hiring less performing candidates and increase the odds of hiring quality performers.

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