On April 9th I was happy to introduce Mercuri Urval's innovative solutions to in our second Business Breakfast of the year. Artificial Intelligence Candidate Sourcing helps us to make sure organisations always have the right capabilities in place so they deliver the best possible results. The breakfast resulted in many fruitful conversations, a summary of the discussions and outcome is listed below.
Mercuri Urval has been investing heavily in new technologies and cooperation lately; something that enables us to set ourselves apart from the competition when it comes to finding relevant candidates, even outside their usual reachability, and then maintaining a relationship with them.
What I notice is that in so many areas we are now talking about the candidate market. It is becoming more and more important to treat candidates as stakeholders rather than as applicants, and to interact with them accordingly. Companies need to build long-term relationships. My colleagues and I, as Executive Search consultants on the other hand, need to invest in the future in order to be able to identify those promising potentials.
In my day to day work it is becoming more and more important to reach the so-called "passive candidates", those persons who aren't actively looking for a new job. How do we reach candidates?
As an Executive Search consultant, it is up to us to predict the next career steps for the relevant individuals by performing a profile and behavioural comparison. Through this we can predict the probability of a change.
AICS is suitable for local, regional as well as global projects. The best benefits can be generated in cross-border projects as the internet doesn't know national borders.
Based on my experience in recent months the use of AICS in our daily business shows a significantly higher fit of candidates to the relevant job position. I am glad therefore to promote AICS as a real success story.