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Avoiding Black Hole Recruiting Techniques

May 12 , 2016

Many qualified IT resumes seem to fall into a black hole due to ATS systems.


Black hole recruiting relies heavily on applicant tracking software (ATS) to find candidates that fit the required skills quickly. The problem with black hole recruiting is that too many qualified IT candidates find their resumes falling into the ATS black hole with little hope of getting noticed by recruiters or companies looking to hire.

Why Black Hole Recruiting Doesn't Work

Of course, businesses want IT candidates that match the skills needed for their open positions, but there's far more to a top candidate than skills matching a job description that may or may not have been updated recently. Skills are the tip of the iceberg, and black hole recruiting techniques may lead to a hiring failure of Titanic proportions if recruiters and hiring staff don't look beneath the surface and see the whole picture of the candidates they consider.

Fortunately, an effective IT recruiting process relies on more than ATS to find quality candidates when looking to fill positions. By using a variety of techniques, hires can have higher retention rates and businesses can have higher satisfaction levels with the hiring process.

How to Avoid Black Holes

The first step to avoiding black hole recruiting is to have a variety of methods for sourcing candidates. Sure, screening resumes with ATS systems is one part of the process, but it should not be the only step taken. Using other sources of candidates like talent pools and social media networking will broaden the candidate base and bring in a better overall caliber of recruits.

An important part of the IT recruiting and hiring process today is assessing the candidate's cultural fit. Do the values and goals professed by the candidate match up with those of the company hiring? Does the candidate's way of collaborating and working with co-workers fit the existing team structure? Recruiters may even look at outside interests and other lifestyle factors to decide how well candidates will fit into the business and department.


Relationships, not technology, should be the center of effective recruiting techniques.


The Importance of Cultural Fit

Cultural fit has much to do with retention rates, and it cannot be assessed accurately by tracking software or any other resume screening tool. Developing a relationship is really the only way to assess cultural fit and other soft skills necessary for so many of today's IT jobs.

Although companies may prefer to conduct interviews on their own without recruiting help, recruiters can be effective in both facilitating relationship building in the later stages of the interview process and in objectively assessing soft skills and cultural fit. Recruiters may not be the deciding voice, but they can be one useful voice through the narrowing-down process when they have decided to go beyond black hole recruiting techniques.

Keeping Relationships Active

Even candidates who are interviewed but not selected should not be allowed to fall into the black hole. Continuing the relationship with viable candidates through email, social media or other avenues will create a pool of possible candidates for future positions, which can speed up future hiring even more. Recruiters can facilitate talent pools, or HR can do so through the corporate website and other venues.

Contact GDH to see how we can help you in your IT recruiting process.