The importance of Soft Skills in recruitment

When a company wishes to recruit a new employee, it relies on a job description. Among the elements that constitute it, we find the description of the mission and its environment, the necessary technical skills, the minimum experience desired, the level of training, the human qualities required, the remuneration offered. By relying on justifiable elements, it is rather easy for the recruiter to verify the adequacy of the requested elements with those mentioned by the candidate in his CV.

68% of hires are satisfactory

Requests for supporting documents (for example a copy of diplomas), scenarios or technical tests (for example multiple choice questions) will come if necessary to support the choice. And statistically, a study by Youtrust indicates that 68% of the candidates hired bring satisfaction to their recruiter. What evaluation criteria is this satisfaction based on and especially what of the 32% who do not give it? The essential element in assessing this satisfaction or dissatisfaction is the interpersonal skills that guide behavior and relationships in the professional context.

65% of recruitments result in tests

Still according to Youtrust, to analyze this interpersonal skills parameter when recruiting, 65% of HRDs use personality tests but… 90% say they do not take it into account in the final decision. Faced with this observation, jobSkills.center from the outset integrated the Soft Skills dimension in the definition of “Empreinte” (CV on jobSkills.center) and “Enquête” (Ads on jobSkills.center). The functional development roadmap related to Soft Skills on the jobSkills.center platform plans, in the coming months, to integrate evaluation methods and personality tests into the enrichment of the candidate’s “Empreinte” . And then ask the application’s Matching Engine, designed on the principles of AI (Artificial Intelligence), to consider the results provided in order to more finely weight the selection of “Empreinte” offered to recruiters. Ultimately, taking into account 100% of Soft Skills in the recruitment process and seeking to improve the satisfaction rate of recruiters vis-à-vis recruitments is one of the challenges that jobSkills.center has set for itself. Recruitment activities have reached a certain maturity and the processes are becoming more professional. jobSkills.center (https://www.jobskills.center), software publisher of an application solution specializing in recruitment processes (ATS), aims to assist recruiters in their activity, collection and analysis of applications until the follow-up of the integration of the candidate. The ATS jobSkills.center targets all organizations with significant recruitment activity and offers a multilingual solution in Saas mode.

Multifunctional assistance

Using the jobSkills.center tool, the recruiter describes the profile sought and writes up his “Enquête” (jobSkills.center job description) using the integrated assistant. Potential candidates create their “Empreinte” (CV jobSkills.center) on the platform, again guided in the presentation of their skills thanks to personalized suggestions of Hard Skills and Soft Skills (Know-how of jobSkills.center) .

The basics of an AI at the service of the recruiter

The Matching engine, designed on the principles of AI (Artificial Intelligence), studies and weighs each “Empreinte” based, to date, on 17 analysis points. It also integrates skills, personality, experience, levels of education, location, expected compensation, etc. No more sorting CVs, the AI ​​jobSkills.center takes care of it. Thus, in the event that an Inquiry matches with a “Empreinte” , the candidate concerned is automatically notified. No need for candidates to search long hours for positions or assignments. In addition, only “Enquête” that have a strong match are offered. It is up to each candidate to validate his motivation to apply. It should be noted that the jobSkills.center R&D pole invests in the design and development of the model to advance the matching engine towards increasingly numerous and precise analysis criteria. Thus, with the volume of use of the platform, the engine will learn over time to work with each recruiter individually and will provide them with personalized assistance in reviewing each application. After analyzing the applications, the Matching engine suggests a Shortlist of Footprints to the recruiter. The latter validates and schedules the interviews. The selection committee takes note of the motivation letters associated with each application file and the reference checks carried out by jobSkills.center as a trusted third party. Finally, at the end of the interviews, the selection committee discovers the summary of the evaluations and validates or invalidates the recruitment.

The basics of AI at the service of the candidate

Applicants are informed of the outcome of their applications. Again, with the volume of use, each candidate will receive from the AI ​​jobSkills.center a summary of their applications and personalized advice to improve their ability to find assignments.

A permanent showroom applied to IT recruitment

The jobSkills.center experience is now being implemented on a first platform dedicated to recruitment in the IT sector: ITSkills. (https://www.jobskills.center/it-jobskills-center) Initially limited to registrations of freelance consultants, it is envisaged in a second part to open registrations to candidates looking for an employee contract. To date, the ITSkills Freelance user community is growing a little more each week. The jobSkills.center teams are currently mobilized to welcome them and tune the environment through this “UX” step. Thus, in a while several thousand skills will be analyzed by the jobSkills.center AI Matching engine.

Free for recruiters and candidates

Freelance use is completely free. The price (TJM) offered by the Freelancer will be the one that he invoices directly to his client, without intermediation. Tomorrow, it will be the same for job seekers. On the recruiter side, there too the use of the platform is free, subject to a reduced number and frequency of “Enquête”. Organizations with a one-off Freelance recruitment need thus benefit from a free tool. For larger volumes of Investigations, subscription formulas are possible. A few weeks from now will also appear an optional subscription offer reserved for Freelancers. Thanks to this privileged access, management tools for their activity, analyzes of their applications, and many other advantages will be reserved for them. The price for this option will be 30 euros per month, or 1 euro per day.

Innovate in recruitment

Despite having reached a certain maturity, the recruitment processes are no less complex and casting errors are costly to the company. The Leit-Motiv jobSkills.center is to provide recruiters with operational assistance in their activity so that they only have the final decision on the outcome of an application. Today 25% of recruiters think that AI is a major issue, the jobSkills.center challenge is to show the remaining 75% that it is in fact essential.