To see how our matching platform would perform and provide some candidate sourcing tips, we thought it was time for some role play and wore the hat of a Talent Acquisition (TA) person looking to find product owners to source as candidates for a vacancy.
From LinkedIn, we randomly chose a Product Owner job that had been recently advertised. It was a 100% remote job in the UK. We ran that job through inkscroll to compare the vacancy details and its requirements to matching inkscroll user profiles. This happens without showing any personal details, in a neutral way, eliminating bias factors from the outset.
Noticed from the vacancy details:
- It was unclear if the person had to have the right to work in the UK
- No salary range was posted 🙁
- Any Product Owner cert will do
- Healthcare or IT industries experience wanted – that’s quite very broad so we interpreted this as Healthcare Software experience
What inkscroll’s talent pools showed:
- The maximum requirements score was 7
- We had 27 matching profiles in total
- Only 1 individual scored 5
- The next best talent pool score was 4, with 14 individuals in it
Running what if scenarios:
- If the company had entered a salary range we would have compared that anonymously against jobseeker compensation details so the TA would know if they were in the right ballpark for attracting candidates.
- If the company had specified that the right to work in the UK was mandatory then the talent pool preview shows a different set of figures.
To get better results:
- Talent Acquisition should consider sharing more upfront – salary range and be clearer with the requirements – is a specific certificate preferred over another one?
- Bigger talent pools are needed! More Product Owner jobseekers need to store their details with us!
You can see the job we used and its requirements here.
If you would like us to analyse one of your vacancies for candidate sourcing, get in touch with us.
