Rethinking Keyword Selection in Specialised Recruitment

When it comes to recruitment, I have been bombarded with promises of AI-driven tools to revolutionise the search, selection and hiring process. One such tool, keyword selection software, has been touted as a game-changer. While it can be effective in certain scenarios, my experience suggests it may not be the panacea we've been led to believe particularly when you are looking for relevant skills in the recruitment for exporters, importers and those involved in international trade.

Personalising the Search

At Maythorne, we specialise in sourcing top talent for senior roles, often requiring expertise in niche areas like export trade compliance. Our approach is hands-on, involving in-depth conversations with potential candidates to understand their aspirations and motivations. We leverage various platforms like LinkedIn, industry-standard CV databases, and our network in export and international trade.

We meticulously select detailed CVs, providing our clients with a comprehensive overview of each candidate. Our aim is to present up to six CVs of individuals perfectly suited for the role, making the decision-making process more manageable for our clients.

The Shocking Disconnect

Recently, we encountered a situation where multiple candidates with impeccable qualifications were overlooked for a senior global trade compliance role. These candidates were highly recommended, considered to be experts in their field and they met every criterion Maythorne deemed crucial for the position.

To our surprise, none of them made it to the interview stage. When we sought feedback from the centralised HR department, the reason was astonishing - the candidates' keyword scores were too low. It was a case of the system screening out excellent candidates simply because they didn't tick all the right keyword boxes. We also knew that had the Hiring Manager seen the CVs they would have arranged to interview them.

Beyond the Two-Page CV

Another incident involved an applicant whose CV, at first glance, seemed lacking in experience. The document was concise, adhering to the two-page rule. However, upon speaking with the candidate, we unearthed a wealth of relevant experience that hadn't made it onto the CV. This raises questions about the validity of the two-page CV rule, especially when it is being used as a sole determinant for interview suitability.

At Maythorne, we believe CVs should be comprehensive, providing a detailed account of an individual's career history. This not only serves as evidence of their suitability for the role but also helps our clients gain a deeper understanding of the candidate's capabilities.

The Value of Personal Connection

Years of recruitment experience at Maythorne has proven that nothing beats a good old-fashioned conversation with an applicant and developing a rapport with them. It allows you to delve into their motivations, work ethic, and attitudes, which may not always be accurately reflected on their CV. As Ted Lasso wisely puts it, "Be curious." This curiosity often leads to discovering unexpected gems in the applicant pool.

In conclusion, while keyword selection has its merits, it is important to recognise its limitations, particularly when it comes to specialised recruitment. A holistic approach that combines the power of technology with personal connections can uncover the best candidates for any role. So, next time you're sifting through CVs, remember to be curious – you might just find your next star player in an unexpected place.

*#Recruitment #SpecialisedRoles #KeywordSelection #PersonalisedSearch #CareerDevelopment

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