Recruitment Pipeline

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While much has changed with recruitment over the past number of years, there are still gaps in the process that inevitably lead to challenges for employers looking to match a prospects skills to the jobs available. Often identified as the major culprit is the dreaded resume, produced by someone, as an autobiographical document detailing their accomplishments and work history. Inherently flawed, resumes just need to go away. But what will replace it?

Companies like CareerPath, Pymetrics, Credly and others are working on what’s next. Providing people a way to catalog their skills, achievements, and interests tied to a timeline, with credentials is close at hand. This paradigm will also allow employers the opportunity to see into the future of their prospect pipeline and make better decisions. The use of neuroscience based assessments also removes biases and allows job seekers the chance to understand the blending of their skills and interests better, while employers can match available jobs to candidates easier, and more precisely.

The death of the resume will give rise to the longtail recruitment pipeline. COVID-19 is accelerating that process. We see that in the near future, employers will be able to see the advancement of learners over time, and as those learners develop the needed skills and knowledge for specific opportunities, either the company can reach out to them or the learner can present themselves as a candidate for the position that matches their interests and skills.

As we collectively turn a huge corner in the face of COVID-19, the need for a new way to build personalized pathways and match those to available opportunities is acute. CareerPath is hard at work, partnering with workforce agencies, employers, partner companies and schools, to create the future recruitment pipeline today. Together, we have envisioned the longtail recruitment pipeline. The end of the resume is at hand.