“I found this very cool job posting, and I meet all their requirements… except that they want someone with 1-3 years of experience in the field. Should I still apply or not?”
According to LinkedIn, companies are using new and innovative recruiting strategies including:
- Holding national hiring days to generate interest in their brand & employment opportunities.
- Using employees to help craft authentic stories about their experiences with their company's brand.
- Developing "top priority" talent pipelines so that strategic corporate objectives can be met.
- Doing 100% remote college recruiting, thereby expanding their pool of candidates.
- Freeing up time for recruiters by using AI and machine learning.
- Doing text interviews as a way of saving time and money.
- Seeking ways to reduce stress felt during the recruiting process.
Our logo - the cornerstone of our public image and brand - reflects our roots as a Japanese-made company dedicated to supporting student life on college campuses.
Automation and AI are changing our society … and recruiting. As the competition for acquiring the best talent intensifies, efficient and effective ways of recruiting are being demanded. Technology has already made a significant impact over the past decade: for example, much of recruiting has gone virtual with online applications and video calls. Yet as some of the most innovative technological improvements in history, how will automation and AI change the scene?
Finding a job right out of school is always daunting. Many students apply to as many jobs as they can in hopes that just one of them will result in a hire. However, this strategy often backfires, backlogging the employment market and reducing productivity for students and employers. According to the Hays Global Skill Index, companies have trouble filling many of their openings even when they get numerous applications.
Almost everyone understands that the job hunt is stressful, so how can participants in the employment market come together to mitigate this? First, it is important to acknowledge that this problem cannot be solved by a single company or individual--it has to involve cooperation between companies, educational institutions, and students. With this in mind, it’s possible to think of holistic approaches to combating talent mismatch.
Because of the 21st Century "War For Talent" colleges and universities are inviting freshman and sophomores to college recruiting and networking events as early as their first day on campus. Of course colleges and universities emphasize the curriculum students will be learning. But providing connections to top companies from freshman year on helps attract better students. And these events help colleges, universities and employers place students in jobs that are more likely to meet their talents, interests and expectations.
“Hard Skills” vs. “Soft Skills”
Jobs in science and technology, accounting, finance, medicine and law require potential candidates to have specific university degrees that teach students hard skills. Hiring managers see hard skills as easily defined and measured and include knowledge of such things as software programs, math, engineering, statistics, medicine, writing, etc.
"to create a place where students can learn about the professional world and envision their future careers."
This is Shiru Cafe's mission and the first words that you will see on our website. You may ask, "What does this actually mean?". We hope to make this clearer to you today.
Due to the war over top technical talent and a shortage of qualified candidates companies like Alphabet, Amazon, Microsoft, Facebook and CISCO have turned to hiring tenured professors and graduate students with six-figure incomes and the opportunity to do research with endless funding.
Those involved in talent acquisition may benefit from reading Sun Tsu’s “The Art of War.” The book has been a bible for generations by those wishing to succeed on Wall Street. It may now have relevance to the task of finding world class talent and the perfect person for the job.