Don’t Be Blindsided

JobDiva offers Three Tips for Investing in the Right Recruiting Tech

Don’t Be Blindsided

Global

New advances in business technology abound. You’ve likely heard about machine learning, artificial intelligence, and other slick buzzwords that seem like so many fads. And that’s what they are — for the most part.

Sometimes real opportunities lie underneath these fads. For example, as the Harvard Business Review points out, “lite” artificial intelligence — or, if you’d like, smart technology — can cut costs and raise efficiency. You just need to train yourself to distinguish between momentary fads and real reinventions of the wheel. New technology does mean a new market with new operative values, and businesses that spot this coming often end up profiting. 

Want to understand what advances in business technology look like in today’s world? Read on.

Tip #1: Be in the know. Awareness of the current technological climate is essential. But how do you stay up-to-date? The answer is to seek out real-life users as sources of information. These are the individuals — not the “consultants” you’ll find on software review websites, who are often paid to provide specific answers — whose opinions you want to consult. 

 

Interested in an example? 

JobDiva’s software solutions pioneered what Harvard Business Review referred to as “lite” artificial intelligence, using these algorithms to tighten and streamline recruiting agencies’ work processes, empowering recruiters to perform faster and better. This technology changes the way recruiters work, reducing stress and heightening end-of-day happiness.

How do you know that JobDiva’s recruitment-enhancing capabilities are propelling the industry forward? According to users of TrustRadius reviews, JobDiva’s performance exceeds that of other suppliers of ATS solutions. You can compare JobDiva’s ratings on TrustRadius’s website to see how far beyond the competition it goes. If you want to know what the future holds for business technology, it’s user reviews like these that you should be consulting. 

 

Tip #2: Use threats to detect opportunities. As we all know, fads come and go. In Enterprise Resource Management (ERM) software, fads might be exciting until they’re superseded by other fads — and it quickly becomes too difficult and expensive to keep up.

But what if you’re looking at a true paradigm shift? For example, JobDiva’s Applicant Tracking Software solutions source, analyse and match candidates without recruiters needing to lift a finger — a capability that has radically changed how recruiters work. 

You can tell that this service is a deep, structural change and not a trend for this reason: imagine your competitor has this technology at hand. You would classify this as a business threat, because it would help them find the strongest talent more quickly than you. A capability classed as a threat in the hands of a competitor will most likely be an opportunity in yours.

Tip #3: Abstract terms are red flags. Fads have elegant names and can be presented slickly, but there’s no “there” there. They don’t represent a functional change to the recruiting process, only a fancy way of reframing capabilities already in existence. 

In sales demonstrations for business software, always ask about the concrete application of a tool that’s labeled as “artificial intelligence,” “semantic,” and so on. Be suspicious of these terms — they’re often examples of a software provider trying to sell you something they are not completely confident in and so must dress up. Always ask: what do these tools really do that makes them “intelligent”?

JobDiva has disrupted the Applicant Tracking Software space by developing a wide ranging toolkit for recruiters. This toolbox includes capabilities that other providers label “AI” and “semantic search,” but we have no need to dress up these capabilities with smart sounding terminology. These tools speak for themselves.

That’s because these aren’t fads, but new ways to recruit.



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