Many years ago, I realized the need to not just rely on traditional specialists, but to be open to talented people from other sectors. When I started hiring lateral entrants, I experienced one or two surprises. In this blog article, I would like to share my personal experiences.
Imagine presenting an innovative idea in a meeting and before you have finished the first sentence, you already hear "Why don't we do it differently?" from the corner of the youngest team member. Then you have arrived in the world of GenZ, where the courage to innovate is part of everyday life and barriers seem to be nothing more than a new level in a computer game.
In the traditional world of recruitment, it was applicants who sent out their CVs and hoped for a call. Meanwhile, companies invested in expensive job ads, only to find that they rarely reached the right candidates. The days of the "post and pray" approach, where you simply placed an ad and hoped, are definitely over. The wind has changed. The skills shortage, coupled with a change in employee demands and expectations in terms of work balance and appreciation, has changed the game. Reverse recruiting, i.e. the inverted application process, is the answer to this change.
By using AI algorithms and machine learning, companies can increase their recruiting efficiency, make a more precise candidate selection and minimize bias. This leads to an improved quality of recruitment and a positive impact on the company's success.
