Today we live in an increasingly digital and hyper-connected world, where both organizations and individuals feel the need to manage, convey and better monitor the flow of incoming and outcoming information.
Hence the growing need to be always connected in real-time; a need that has helped the multiplication of communication tools and channels, a blast of social networks with a consequent increase in the amount of data and information to be managed.
A global phenomenon that has had a significant impact on the world of recruiting, especially in recent years.
The digitalization of recruiting processes…
Only a few years ago, the recruitment took place exclusively through the publishing of ads in the newspaper, which generated paper applications.
Today the talent acquisition process has completely changed: job offers are online 7 days a week and visible all over the world. This generates a huge amount of information that requires cutting-edge tools and processes, far from the simple use of emails and or paper to collect the CVs received.
…requires the improvement of new approaches and new tools
In an increasingly digital perspective, organizations have started to use technological tools to optimize talent acquisition and better manage CVs: ATS.
The Applicant Tracking System (ATS) is a tool able of building up candidates’ database that can be consulted on demand in a quick and effective way, optimizing the time and resources to dedicate to recruitment.
However, the needs of the HR sector are experiencing a constant evolution, which requires the adoption of increasingly innovative tools; for this reason, we are no more talking about ATS but about ARS: Applicant Ranking System.
Applicant Ranking System vs Applicant Tracking System: What’s the difference?
With ARS we refer to a modern version of tracking; The advantage over using a classic ATS is the ability to sort candidates by automatically acquired skills – make a “ranking” – compared to one or more searches / job offers.
Traditional ATS have the ability to search for profiles by filters and keywords (Boolean search). This system, although representing an epochal transition with respect to the manual management of the curricula, turns out to be outdated by the need to have an increasingly pertinent group of candidates.
Da screening through keywords a semantic analysis
The technology we use in Arca24 – within our product dedicated to Recruiting, Talentum – is based on artificial intelligence, capable of matching profiles and job advertisements in 7 languages (Italian, English, French, German, Spanish, Portuguese and Polish), even when the language of the CV is different from the one of the offer.
It is a system developed to ensure relevance to semantic analysis, reducing error margins and increasing the content that can be processed by the machine.
The result? A greater relevance and depth in the reading of candidates’ skills for a better association between professional tags and reference roles.