Exciting and challenging times :  on one hand business people are questioning new hires and tend to be more pessimistic when it comes to the general economical situation …. But on the other hand the labor market remains over heated and for certain roles, candidates are hard to find.

At first sight a contraction but the fact is that the war for talent remains.  The labor shortage will continue to exist for certain roles and the market will continue to have a high demand.  Social & Medical sector, IT industry,….. will continue to struggle to find new candidates.

The apparent contradiction – questioning hires versus war for talent – still weights in the direction of a war for talent.

Candidates benefit from this, not only because of the fact that this puts salaries under pressure but mainly because candidates focus on more important aspects such as corporate culture, values, work-life balance and many other aspects that have for a long time been considered as secondary subjects compared to the so called hard criteria.

The way a candidate looks at a job might be different than the way the recruiter – let say in the way the job is described – is evaluating the candidate.  Moreover, it might be more important to understand how the candidate values the job, the role and the company.  If the candidates’ perception does not balance with the values, it is unlikely that the candidate will be interested, even when corporate screening tools show a perfect fit or match.

Candidates rule because they can choose and they can weight their values versus the job offer.  Screening and matching becomes asymmetric and the candidate’s view might be important to know for the recruiter.

All this should also be reflected in tooling!  Most of the existing tools such as recruitment software, ATS systems tend to approach the entire process from the recruiter’s view.  Candidates are screened and evaluated against the job requirements and systems do not take into the account the candidates view on the job and the company.

Actonomy’s technology allows to create a bidirectional view on candidates and jobs.  Recruiters do not only get the screening in one direction – fit of candidate with job – but also in the opposite direction – fit of job for the candidate.  Important to know early in the chain as a lower matching value for the job might be less important if the matching score of the job from the candidates perspective is high.  A candidate that shows a high fit for a job might be more important than vice versa.  A unique bidirectional FIT/GAP calculation provides a view from both perspectives – recruiter and candidate – allowing recruiters to make better decisions.


Actonomy’s technology is being integrated in many partner platforms – examples such as Tigris’ Salesforce based platform do give the recruiter an insight in why a candidate might be a good fit  but also provide an insight in the matching in the opposite/reverse direction.  Other examples are Actonomy’s plug-ins for ATS/CRM systems.  A perfect way to evaluate a candidate in all its directions.