What would it mean for you to increase the size and diversity of your talent pools and identify high-quality candidates in roles that are really hard to hire for, without compromising recruiter time and resources? And in a way that can’t be gamed by a tool like ChatGPT?
For many technical roles, the skills shortage feels real and it’s only getting worse. Recruitment teams are locked in a battle to attract top talent wondering how they’ll ever fill business-critical positions. A reliance on experience-based hiring is not only limiting access to talent with untapped potential but is sucking up recruiter time to sift through CVs; all at a time when we're working with smaller budgets and fewer resources than ever before.
The dawning of new technology like Generative AI is only going to make that harder. After all, the skills people need today now might even be different in a year’s time. So how do you measure that in the recruitment process?
Using a new and innovative recruitment method that helps to assess cognitive ability in a way that can’t be gamed by tools like ChatGPT, Siemens UK & Ireland were able to attract 6x more candidates and fill the role 5x faster.
Their secret? Hiring for potential and looking outside the obvious realms of experience.
Siemens’ Electrification Managing Director UK & Ireland Jon Turner and Head of Talent Acquisition Gemma Aldridge will be joining Chief Customer Officer at Arctic Shores Estelle McCartney to share how they did it.
Join them to get access to practical insights and innovative ideas that any talent acquisition team facing skills shortages and shrinking budgets can take and see results from in under two months