AI and Data in recruiting allow us to gain valuable insights & to focus our actions to reskilling more efficient

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Supernova.fest is approaching. The explicit focus on talent is exceptional for a European conference: talent as one of the three pillars for growth according to Scale-ups.be, besides funding & hands-on operational support. The focus on talent has been translated in a separate track during the conference, named TalentBuzz. This track can be described as a marketplace, where both supply & demand can meet: both in a digital set-up as well as a physical location.

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First of all, and building further on the insights of the Capitant enquête, TalentBuzz has been created as a Digital Talent market place, a platform that allows participants to participate actively online. On the one hand, individuals are empowered to get to know themselves through assessments, to learn more about their own position in the market through benchmarks and get insights in further digital education. While on the other hand, companies have the opportunity to think about their culture and values and thus to position themselves through digital channels.

This clearly relates to the previous survey findings: Candidates want testimonials, to have insight into the day-to-day flow through video or even VR, to know the values of a company, … etc. To conclude, the platform allows direct interaction with the following step being meeting up in person at the conference: All are welcome in the TalentBuzz Lounge at the Tech fair at the Conference.




Who are the parties involved in the Talent track and what can we learn from the marketplace?

First, analytics of the marketplace show that 70% of the candidates have been through higher education. From the demand side (55%), we notice that companies are looking for skilled people with lower or secondary education and that there is less need for higher education for the current open positions. In addition, we find more senior profiles (47%) on the market place than companies are looking for. More medior seniority (75%) positions have been announced to date.

Secondly, we see that most communication happens in English, both on the supply (66%) & demand side (80%). We can only conclude that we have an open and internationally oriented business environment with the habit of communicating in a foreign language. Business is thus not linked to a particular language preference.

Finally, we can now be sure about the mismatch in profiles: Although ICT is the largest group of actors on the digital marketplace, there is a discrepancy between the following profiles; Marketing/comms, sales, operations & admin on supply side versus engineering & project management skills on the demand side. It clearly shows that in order to fill the open position we have to retrain and reskill the workforce. Even with regard to ICT, we still lack the number of people being demanded. 

To take a closer look at the expectations regarding the first job, the Capitant community was mainly on the lookout for learning opportunities throughout their career (97%) and possibilities to grow professionally (78%).

It sets expectations right: Companies will need to focus on retraining and reskilling people – not only their current workforce but also new hires, irrelevant of how much experience they can bring to the job. The numerous open positions and the so-called war on talent can only be won if we look at it through a different angle: focus on the potential of people and their willingness to learn & develop. This will increase the talent pool potential not only in terms of numbers but will also give the answer to fulfill future positions and to support scale-up companies in their growth.

 The Talentbuzz Partners

The Talentbuzz Partners