In other words, further from the people you want.
This isn’t a knock on AI. Far from it. You can’t argue the amazing things AI is capable of. Using AI tools to source talent, it can do the job of 50 sourcers, evaluating thousands of resumes, in minutes, if not seconds. Amazing, right?
Except.
Except for the fact that any AI tool’s assessment of candidate resumes is only as good as the information in those resumes. The vast majority of which are only moderately suitable for assessing skillset compatibility, not mindset compatibility, which, studies show, is a far more reliable gauge for determining a successful, longer-term hire.
What mindset tells you that skillset simply can’t.
- Mindset is the proven driver of behavior. Studies have shown that synergy with a candidate’s mindset leads to greater motivation, engagement, and adaptability on the job
- Mindset mitigates skill obsolescence. This is made all the more important given the increasingly rapid pace of technological change in today’s business environment
- Mindset fuels innovation and boosts performance: It’s our behavioral perspective that enables us to persevere through obstacles, to perform our best
- Mindset strengthens company culture. Studies have shown that candidates who share a mindset with the team and organization mindset tend to be more positive and productive in the work environment
- Mindset enhances retention. When their mindset aligns with your organizational culture and values, job satisfaction has been shown to go way up, reducing turnover and keeping recruitment/ training costs down
Trouble is, most candidates are even less sure of how to talk about their soft, mindset/behavioral qualities than talent acquisition professionals are describing the same kind of qualities they are looking for in the ideal candidate.
As a result, you see resumes with meaningless “qualities” listed, like “passionate team player” or “positive role model.” Generic.
Ubiquitous. And of little real value for separating candidates. Especially for AI to work from.
Worse yet, more and more candidates are using AI writing tools to craft their resumes. Putting a slick coat of varnish on information that can’t always be taken at face value.
Fact is, passive candidates looking casually, in all likelihood, have less “professional-looking” resumes. Because they’re not serious enough (or desperate enough) to devote serious time to crafting them. Making it even harder to rely on the judgment of AI tools
This makes job posts that resonate on a motivationally relevant level all the more important.
In other words, a huge departure from the traditional job posts you’re used to. Instead, job posts with a heavier and more focused behavioral, mindset emphasis than what you may be used to.
- Give your job posts the strongest possible focus on mindset attributes. PowerPosts custom content enables you to showcase the personal qualities you’re looking for, like adaptability, curiosity, and resilience, while also highlighting the team’s working dynamic and location’s workplace vibe
You can even take this mindset focus further, to enhance all aspects of the talent acquisition process.
- It’s easy to integrate PowerPosts psychometric assessment questions into the interview process to evaluate a candidate’s mindset, motivations, and competencies, as Arete Coach suggests.
- PowerPosts strategy and content can be used as a basis for behavioral and situational interview questions that will help you uncover a candidate’s approach to challenges and learning, as localworkforcehire.com suggests
Bottom line? You get none of this when you eliminate the job post entirely, relying on AI tools to do the hard work of sourcing for you.
Turns out you’re more powerful than you know.
Able to attract more of the right people…
With the most diverse mix of Ideal Fit candidates to choose from…
Based upon more direct hiring manager involvement…
In a position to get more from every team in the organization…
Start using that power now.
Start using that power now.Request a Demo
