Resume aggregators are programs that look through resumes uploaded to the internet, sort them according to specific metrics and keywords, and select appropriate resumes for a human to review. They are systems that can be fraught with false information. Also, qualified candidates could be filtered out by mistake due to user error or missing keywords from the profile. When looking for C-level STAR talent, these oversights could prevent a company from finding the perfect candidate. Meanwhile, executive recruiting firms sift through candidates with a fine-toothed comb, using their considerable experience to find the absolute best person for the job. The best recruiters source their candidates from an established industry-specific network, not just culling through resumes on job boards.
When you are looking for ecommerce recruitment, you want someone with industry experience to evaluate candidates. A resume or profile on LinkedIn only judges based on metrics and keywords. It can’t quantify or qualify, but only looks for what the resume includes on the surface. The computer program does not know what makes a good Chief Marketing Officer or Director of ecommerce. Instead, you want a human looking at the resumes during the entire process, rather than letting a computer determine which resumes the hiring manager sees.
How, then, do the resumes end up on the hiring manager’s desk? The best executive recruiters have a shortlist of potential candidates, whether they are currently looking for a new role or not. Part of this is based on networking, the other part is knowing the industry. This is why industry experience is important for any recruitment firm. The most talented recruiters have the sourcing skills needed to find and assess top-tier talent.
Recruiters have the tools to evaluate and rate candidates. Research has shown that most hiring decisions are based on insufficient and emotional conclusions made early in the hiring process leading to unsuccessful hires. Are the skills listed on a candidate’s resume even relevant for the job? Is their experience relevant? What if they had the title of the job that technically fills all the boxes of what is needed, but are missing the soft skills you’re looking for?
A resume culled from an aggregator may miss the subtle differences of skill and experience. A human recruiter with industry-specific expertise can evaluate the candidate far better than an algorithm. For example, when doing analytic recruiting, has the candidate performed relevant data analysis with the tools of the trade? Have they been analyzing data from a relevant industry? A Boolean string may not be able to differentiate the necessary requirements.
Negotiating and Onboarding
An experienced recruiting firm with data science recruiters, will continue evaluating talent and assisting with the hiring process. The best will even help your team develop relevant interview questions. When it’s time to extend an offer to a prospective executive in your data analytics department, a specialized C-level recruiting firm will know the industry and what is a competitive salary. They can also help carry out some of the initial negotiation. Then, the top recruiters continue to communicate during the onboarding process to provide transition and relocation coaching as necessary.