Talent curation means engaging with candidates by thorough screening, interviewing, and skills assessment/testing in advance of them being submitted for a role. Curation is critical to ensuring a person has the right hard and soft skills to perform at a high level. Curation is strategic, systematic, and tailored by role, industry, and skill. More importantly, curation is imperative to keeping candidates engaged and excited about a role, company, and culture.

Technology is growing at a rapid pace, curation needs to keep up the pace. Curation must be scalable, agile, and interactive and keep the candidates engaged and excited about a role, company, and culture at a cost that’s lower than traditional staffing methods. Curation has to be proactive rather than reactive to be successful in today’s modern-day.

Here are 3 components for successful talent curation:

1. Artificial Intelligence/Machine Learning

AI/ML gives organizations more accurate and efficient predictions of work-related behaviors and performance, which can dramatically impact engagement, retention, and candidate satisfaction.

AI/ML matching engine gathers and analyzes candidate data to make informed hiring decisions. AI/ML provides structure, consistency, and fairness to recruitment activities and systems. 

To keep up with the ever-evolving talent market, enterprises need to buckle up and stay in the race as AI/ML brings in a standardized approach to quality & process along with improved costs. Using AI/Machine learning the full lifecycle of the candidate can be managed without worrying about human errors as well as keeping the candidate warm.

Some common use cases of AI in talent curation:

  • Applicant screening: Analyzing candidate profiles and determining their fit for a job opening.
  • Profile enrichment: Scrapping additional information about a candidate from publicly available data across the web.
  • Candidate sourcing: Matching and sourcing qualified candidates from internal and external talent pools for open positions.
  • Candidate matching: Identifying and evaluating the strongest active or passive candidates for an open position based on their relevant skills, experience, or other defined criteria.
  • Chatbots: Conversational chatbots for candidates or prospects for pre-screening, Q&A, scheduling, and more.
  • Programmatic job advertising: Automated job distribution and budget optimization based on historical data and real-time campaign performance.
  • Interview self-scheduling: Automation of scheduling logistics, improve hiring velocity with instant, real-time confirmations & updates, and enhance candidate experience by providing scheduling flexibility.

2. Assessment Platforms

Testing and assessment platforms have been around for a while but they are constantly advancing. Assessment platforms can remove hiring biases based on gut feeling and more accurately test strengths, weaknesses, and aptitude to ensure a candidate’s skill and cultural fit within an organization. Reliability and validity checks in skill assessments ensure that they only assign high ranks and scores to candidates that are very likely to be high performers on the job.

Assessments also ensure that talent quality is benchmarked by allowing setting up of cut-off scores and selection of candidates based on testing of skill-set and proficiency relevant to the job role. By having a standardized hiring process for each job role, the hiring process delivers the same benchmarked quality of hire, every time the hiring process for any job role takes place. It optimizes hiring effort by eliminating redundancies as the hiring process for any role has to be set up only once and can be used again and again.

It also reduces time to hire significantly as all candidates can take the assessment quickly with immediate validation of their skills at the same time. Auto evaluation saves the effort of grading manually and proctoring ensures candidate genuineness. 

Apart from creating an unbiased hiring process, assessment platforms also enable data-based decision making which further enables the selection of high-quality talent. 

What is talent curation

3. Human Curation

Technology is important, can never replace humans, especially in a decision as critical as hiring. Curation teams are essentials for building relationships with candidates, as well as giving the brand experience and engagement. They act as the glue between technology and the candidates with consistent communication and helping candidates by clarifying questions as they arise.  

The HR organization is able to spend time on more strategic activities enabled by a curation team because they provide the automation, testing, interviewing, and skills assessments on that organization’s behalf.

Human curation helps in : 

  • Keep Candidate active & engaged
  • Brand/Culture/Company promotion
  • Clarify questions from candidates
  • Confirm pay rate fit
  • Avoid recruitment spam
  • Verification/Validate licenses, etc.


Curation means continuously finding a larger pool of candidates and taking care of those candidates throughout the entirety of the process. The successful use of all three approaches simultaneously keeps candidates engaged and excited about a role, company, and culture. This allows companies the ability to select the best candidates for a role when it becomes available and gives candidates the engagement they deserve.

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