Recruitment Game - apply cryptographic methods

So we know the recruitment nightmare - reduction in roles available, downsizing increasing numbers of searching candidates added to the noise of the alignment of submitted CVs to the job description to get past the ATS to be seen by a human for 30 seconds. However I've noted an interesting tactic:

No Job description - the use of cryptographic privacy

In UK law there's no requirement for a job description. However hiring is likely to be a difficult affair without it - how do you know the seniority? How do you know the scope is acceptable?

I've noted one place is looking for a number of roles and as such simply opens a pipeline - with just the job title and the location. You apply with your resume to the pipeline in a matchmaking between the available roles and your resume. I've actually had this before and after 7 interviews, 6 months (including a recruiter leaving and dropping the application) I got the role..

The benefit here is that information in the role descriptions cannot then be used to tailor or blatantly lie to pass the ATS systems. In a cryptographic sense this hides information (keeps it private) so the information cannot be replayed to spoof. So we're seeing a cryptographic mechanism used to defeat the bad actors in the recruitment game.

Now this caries a risk - people not knowing what they're applying for, however it enables a first filtering, where roles are then offered with a description to the applicants. The applicant can then agree or reject the role, interviewing takes place and associated enumeration package as part of the normal process.

Adding banding classification using approximate information

I'm not a great "tell me what we can pay you as a minimum up front" guy, this seems very alien and not a great given it depends on people, the job description etc... and a circular argument without the job description to start with. However with a wide range, it's possible to segment a seniority into rough bands based on those wide ranges that should not result in a great surprise to either party. This is almost providing some approximate information for the benefit of both sides.

Using AI?

Yes, understandably and definitely, I would expect that the CVs are fed into an AI based evaluation ATS that then critiques against the hidden private role descriptions. However the output information from the ATS scoring would contain more information not biased by submitted resume job description tailoring resulting in a large information space (ie the applicants scoring will be spaced out more).

Risks?

There's also a risk of people not applying due to not having a job description. However I suspect that more senior roles would not be affected as they're typically a very short remit and entrusted wide mandate.

The key will shift to offering an attractive incentive to join for highly competitive technical roles - without a job description. This the becomes a case for a reputation of good operational culture with a growth mindset to keep people engaged and finally not being offensive with the offered scope and enumeration package.

Good?

So this may not be a "good" thing but it's an interesting approach to solve the issue of noise with recruitment.

#recruitment #cryptographicprivacy