5 talent search trends to look out for

Duncan Norman, SEEK’s Senior Product Manager, shares five search trends in talent sourcing you should be keeping an eye on. If necessity is the mother of invention, then technology is necessity’s precocious offspring. No longer simply responding to our needs, technology now drives innovation, revolutionising every aspect of our lives, including how we recruit.

Here are five global trends with the potential to reinvent the recruitment process, as we know it:

1. It's not how big your data is

There is no point in having data for the sake of having data; it needs a purpose. Understanding the data you have and giving it context (understanding the intent) is key to gaining the insights you need to make better decisions.

The value of data lies in its ability to deliver better outcomes for businesses, and to do that you don’t necessarily need huge volumes of data. In the ambiguous world of recruitment, relevance is king big data needs to become smart data.

2. Semantic technology

Very simply put, semantic technologies are algorithms and solutions that bring structure and meaning to information. This enables machines and humans to understand, share and reason with each other.

If big data is the new world, semantic technology is the map telling you where to go with that data. Moving from big data to smart data, semantic technology enables us to find meaning within the masses of information we receive. Semantic search has immediate implications for the recruitment process. When it comes to a practice like resume parsing*, it’s not just about keywords anymore. It’s about what these words mean.

3. Personalised search

Advancements in personal search have changed how we seek, and certainly how we find. In the move toward highly-relevant search results, there has been a significant reduction in the so-called ‘serendipity factor’ the idea that your message will reach its intended audience, someway, somehow.

In today’s search, relevance is key. If you want the right candidates to engage with your opportunities, you need to understand who they are, and get personal with your talent sourcing strategy. For example, a candidate who applies to several different jobs in a similar location this candidate may be targeted by hirers looking to fill opportunities in neighbouring locations.

4. Search is on the move

There are now four times as many mobile devices as PCs in the world, and this device uptake has profound impacts on talent sourcing. Forbes estimates that 23% of keyword searches containing the word 'job' come from mobile devices. Your candidates are everywhere; leveraging the mobile platform (and the additional relevance it can provide) throughout the recruitment process is the only way to keep up with where they are going.

Creating relevant job ad content for quick consumption of mobile, and making your application process seamless on mobile, are key to reducing the chances of potential candidates dropping out of the application process.

5. Natural language search is making a comeback

Search engines, like askjeeves.com, are making a comeback by offering a natural language approach to search, where you can ask everyday questions.

Overtime, Google has taught us to use two to three terms to search for example, 'Italian restaurants Melbourne' but with this, intent can be missed quite easily. If you were to use ‘natural language’ you might actually say something like, 'I’m looking for a good Italian restaurant in Melbourne for dinner tonight'. Using voice search, we would know that the search results need to include Italian restaurants, in Melbourne, open tonight for dinner, with good reviews.

With the rise of voice search, it is important that we take a natural language approach to search. Coupled with semantic technology, we are able to gain a deeper and richer understanding of users' search intent.

As technology propels us forward, a very human understanding of how to best use these technologies is required. From smart data to personal search, there are many tools you can leverage to find the best candidates, quickly. And, just as importantly, to help candidates find you.
  • About the author
  • Social networks
  • Other posts

About the author

Duncan Norman


Senior Product Manager

Duncan Norman has day-to-day responsibility for connecting candidates with relevant jobs and hirers with relevant candidates, across Australia and New Zealand. In his role, he manages the product strategy and teams focussed on structured data,...

Social networks

Connect with Duncan Norman

Other posts