In a previous post on LinkedIn’s Talent Blog, I offered a semi-futuristic version of a recruiter competency model.
In a more recent post, I suggested there were some serious downsides to using AI to be more efficient separating strong from weak candidates.
Both ideas are connected.
The differences are clearly shown in the Master Recruiter Competency Model graphic comparing the Inbound recruiting process shown on the left to the Outbound process on the right.
Inbound recruiting is neither art nor science
At its core, the Inbound process is designed to fill jobs as