Our dedication to supporting and educating hiring managers has led us to uncover some really interesting things about this space. We’ll do our best to share our findings with you here.

During the creation of Vettd’s backend, we processed hundreds of thousands of resumes to discover that there were approximately 159,014 unique job titles in our sample alone. Of these job titles, 9,900 were used by 3 or more people. This means that professionals tasked with making hiring decisions are expected to be familiar with thousands of titles relating to their job opening. Often times, the comparable titles are made up or specific to a certain company. The problem is simple: there’s very limited standardization.

The US government and Bureau of Labor Statistics has realized this and has done a great job promoting the use of the Standard Occupational Classification (SOC) system. However, there is a huge gap between their titles and reality. The SOC is forced to group everyone into 840 detailed occupations. That means there are still roughly 9,100 additional job titles that managers have to properly interpret on their own.

With no oversight, people and companies are becoming increasingly confused about what various titles actually mean at different companies. Complicating the nomenclature makes it difficult for managers and recruiters to identify candidates for their positions. It forces anyone reviewing candidate resumes to take the time to understand each and every title variation in order to give each candidate a fighting chance.

We’re currently working on some exciting technology to combat these dynamic descriptors and will let you know when we’re ready to help interpret 159,014 titles in minutes.

About Vettd

Vettd was founded to solve one of the biggest economic data challenges of our time. How does an organization understand the value of unique individuals?  How can that value be contextualized with the goals of the business?

This problem has created massive inefficiencies throughout the talent acquisition process and contributes to misalignment between employees and their roles across entire organizations. You end up with employees that feel lost or without career direction and organizations that aren't operating as efficiently as they could be.

By leveraging Talent Classification, we can interpret and understand the value of an individual better than ever before. We will overcome these challenges together and bring much-needed support to the people we entrust to make critical talent decisions.

Free Ebook
Talent Classification Guide
for the AI Era of HR
Download Now
More Posts

You Might Also Like

Should you tag resumes manually?
As part of the candidate screening process, some organizations task their recruiters with manual tagging of the resumes they review. The idea here is to increase the usability of talent databases by generating metadata manually.
Oct 21, 2019
Vettd Team
4 Reasons Why Candidate Screening is Not a Human Task
Humans will always play a critical role in the hiring process, but the consistency vs efficiency challenge exemplifies why reviewing resumes is a task better suited for modern machines than modern humans.
Oct 10, 2019
Vettd Team
Artificial Intelligence
How Talent Classification Works
Talent classification is a simple concept to grasp but can be a difficult practice to adopt without the right tools. We refer to talent classification as the process of categorizing human capital according to shared qualities or characteristics. This process helps you recognize, differentiate, and understand the talent you have at your disposal. Decision-making in talent acquisition and strategic workforce planning becomes much more straightforward with this level of insight.
Sep 30, 2019
Vettd Team
Explore All Posts