Published by: Bryan Tan
... said my friend Alex, who works in the HR department for one of the big banks in downtown Toronto. A lot of HR people whom I met this past couple of months resonated a similar tone.
First, you need to sit down with the hiring manager to define the job description and requirements. “What frustrates me is that sometimes the hiring manager is so caught up in his/her own biases with no room for us to recommend something based on our HR knowledge,” another friend added. If you are not clear with what the role entails, garbage-in-garbage-out is what you’ll get.
After the job is posted on LinkedIn or Indeed, then the recruiter has to deal with hundreds of applications. Based on the research conducted by Glassdoor, on average, each corporate job offer attracts 250 resumes. How would you sort that out? Keyword parsing which can be simplied defined as businesses using software to filter resumes that match their keyword search criteria.
“I personally hate keyword parsing. A lot of people put the ‘supposedly correct’ keywords in their resume and when you get to interview them, a lot of what they wrote are fluffs,” Alex explained. Personally, it’s so frustrating for me to see someone whom I’ve worked with, who has really bad work ethics, hardly contributes anything, and is always late to meetings, got a job at a 4-star airline just because his/her perfect resume hits all the right keywords. This is one of the main reasons all of us at Naudix meet every Sunday morning to work on a better solution. There must be a better way to evaluate someone than just keyword parsing. We recently found a website that actually tries to workaround the business filters customizing your resume using the descriptions posted on a job board! Basically they want to trick the existing systems and the hiring managers to get that first interview.
Jobvite statistics mentioned that one in six candidates who applied for a job was asked for an interview. That’s approximately 40 candidates to call. Scheduling a phone interview must be a nightmare. If a phone screening interview lasts for 20 minutes, then a recruiter has to spend 800 minutes to call the candidates. Conducting a phone interview can add 7 to 8 days to the recruitment process, a recent Glassdoor study pointed out.
And then, of course, there’s a group panel interview that can add 6 to 7 days to the recruitment process and a one-on-one interview that can add 4 to 5 days to the process, before the candidate rejects the offer and you have to start all over again.
In our research process, we have found a better and more scientific way to assess a candidate, even predict his/her future job performance. Guess what? You don’t need resumes or phone screening interviews to do that. That alone can already cut minimum 10 days of your recruitment process. Intrigued? Stay tuned for more as Naudix work to reimagine the hiring experience!
Published by: Bryan Tan