It\u2019s not every day that we get an insight into the hiring algorithms used by government organisations, but just this week, the US Homeland Security Department\u2019s Chief Information Officer John Zangardi gave away some of their recent system designs. As all SAAS recruitment agencies know, the algorithms that shape decisions are a vital component of web-based recruitment software, so when Homeland Security say they are adopting \u2018creative new hiring practices\u2019 people pay attention.<\/p>\n
What it boils down to is that they are accepting people without computer science backgrounds for their cyber workforces. It doesn\u2019t sound that radical, does it? However, there\u2019s an interesting lesson for online recruitment software – for example the new system prioritises adjacent disciplines such as psychology at the same level as the core disciplines, and then allows human recruiters to evaluate the skills and experience a candidate has to see if they back up the applicant\u2019s ability to contribute. Similarly, the deputy CIO for cybersecurity at the US Energy Department is as interested in people who have \u2018invigorating potential\u2019 as in those who are best qualified for specific roles. They\u2019ve also introduced new \u2018gamified\u2019 recruitment programmes to find new recruits while they are still in college.<\/p>\n
It\u2019s also not that often that we get to hear about the global recruitment software market, but a new report is showing an increasing movement from \u2018manual\u2019 recruitment to automated systems. It also says that while the global market was valued at $1753 million in 2017, it\u2019s expected to achieve $3096 million by 2025.<\/p>\n