This document discusses how contextual intelligence (CI) can help break top recruitment dependencies by accelerating the hiring process and improving candidate quality. It identifies five common recruitment dependencies - internal candidate assessment, creation of job descriptions and handling resume volume, attracting potential candidates, scheduling interviews, and tracking/reporting. For each dependency, it proposes solutions using CI tools, such as monitoring internal talent, processing thousands of resumes quickly, proactively finding potential candidates on social media, and generating metrics to ensure compliance.

1. Breaking Top Recruitment Dependencies with
Contextual Intelligence
The recruitment process is
typically a slow slog for
recruiters and hiring
managers, with a number of
dependencies built in.
Contextual Intelligence (CI)
can accelerate the hiring
process significantly and
improve the quality of
shortlisted candidates
drastically.
Context
Devices
Users
Environment

2. Comprehending bulk
narrative data by breaking it
down and quantifying the
relationships between
words. For example: making
sense of resumes by
deciphering words bearing
different meanings in
different context.
Contextual Intelligence has two unique capabilities:
1. Unstructured Data
Comprehension
Analyzing and interpreting
different types of data
which give valuable insights
hidden in it. The analysis
derives inputs from
multiple sources such as
social media usage.
2. Contextual Data
Analysis
Breaking Top Recruitment Dependencies with
Contextual Intelligence

3. Let’s see how you can break top recruitment dependencies with
Contextual Intelligence…

4. • Organizations suffer from an unhealthy talent
pipeline.*
• Organizations have mostly identified successor
only for the CEO position*. But what about
the other levels?
Dependency #1: Internal Candidate Assessment
*Skillsoft Research
http://www.skillsoft.com/assets/research/research_bhg_state_of_succession_management.pdf?aliId=26996322
• Monitor and collect data related to individuals
from various sources
• Use CI tools to generate algorithms and then
create individual, or team diagnostics
• Club insights derived from CI with talent
development programs, and identify, track,
measure and assess internal talent.
Solution

5. • The time required for hiring processes has
grown dramatically in recent years.**
• The average interview process now takes 23
days, up from 13 days just four years ago.**
Dependency #2: Creation of JDs, Candidate Screening
and Handling Resume Volume
** Glassdoor https://www.glassdoor.com/research/studies/time-to-hire-study/
• Select CI tools that can process 1000s of
resumes in no time, from multiple data
sources simultaneously. It can search up to
1300 parameters at one go.
• Save time and accelerate the process by using
bi-directional mapping tools which shortlists
only the relevant resumes.
Solution

6. • Posting potential job vacancy to suitable
candidates is challenging with--numerous cold
calling, email blasts and reference networks
• Expensive affair as employers may need to
invest on branding
Dependency #3: Attracting Potential Candidates
• Take a proactive approach and create and
maintain your own social ecosystem of
potential candidates
• Use CI tools to mine the entire World Wide
Web, especially social media to locate, attract,
validate and engage with potential candidates.
Solution

7. • Complex and time taking process that needs
coordination at multiple points, like phone
calls, face-to-face interviews and even a virtual
discussions.
Dependency #4: Scheduling Interviews and Hiring
• A premeditated social talent ecosystem
created through CI tools can help-it already
contains resumes of candidates searched,
validated and engaged.
Solution

8. • Need to follow internal or regulatory
requirements regarding hiring
• Need to ensure that all the hiring processes
were fair and unbiased
Dependency #5: Tracking and Reporting Candidate
Search Process
• With the help of CI tools, generate the trails
and metrics of recruitment data and analytics
which were referred to before making hiring
decisions. These measurable metrics are
evidences of compliance as well.
Solution