Whether you’re a Recruiter or a Hiring Manager using one, it’s all too common there can be issues in communication or understanding. Sometimes both can feel like one isn’t listening to the other. There’s a variety of factors that can cause this. A good example though is the way agencies pay consultants which can be seen as giving ulterior motives to exaggerate a candidates capabilities. This is an excellent example of how trust can quickly be lost before you’ve even started. More often than not, a recruiter will spend weeks to search, screen and select suitable candidates to fill positions within their clients business.
The expectation to get candidate profiles right can be from a conversation that went along the lines of “I need a Senior Systems Engineer, someone who has, X, Y, Z and I need them to start yesterday. You’ll receive a job description that pops up in your email, and you’re away. This can often be an old job description, with a list of qualities involved in every day working in the position. Many could be picked up very quickly in reality, but it’s something about paper that makes them essential!
Initially, the quicker approach seems to be the better. It’s also where the large and often expensive mistake happens; the unsuitable hire leaving a three-month gap further down the line. Not to mention the time wasted on getting them up to speed with their role.
As a recruiter, you are always left with questions after reading a job description. Why is the position available? Is there room to progress? What plans do the company have and what’s the working environment like? What I’m trying to say is, recruiters, perform better with a more extensive briefing.
Because every role and the environment it’s in is forever changing, the only way to achieve maximum results is to start from scratch. Make a new job description together formed from a consultative conversation with an experienced recruiter. Create a collaborative set of questions to ask based on your newly formed job description. This doesn’t just make the most of every conversation, ensuring well-thought topics are all covered; it also creates a structure cutting out any unintentional bias.
You can speed up this process and screen a considerable number of candidates automatically giving a brief insight into the personality too. Video recruitment allows candidates to create video-based applications answering the set questions made for the role. Both Recruiter and Manager can review each application leaving comments including an overall rating. Candidates can instantly give a first personal impression without having to take time off and travel to interviews too.
Have you ever been in or conducted an interview you knew was a waste of time within the first 5 minutes? Not anymore!
There’s a lot of speculation about the best recruitment process to attract and recognise talent in the recruitment industry. One of the most notable trends for 2018 though has been to incorporate video recruitment. It’s a big change but it helps businesses and candidates stand out from the crowd. Most importantly, it finds the right person for any particular role.
Every position with the same title will have variations in the skills required. 100% of these will involve different people and business cultures. Being able to distinguish these traits and match accordingly is essential for companies wanting to stay ahead.
For me, the most significant advantage this technology brings is the ability to automate questioning within an application. Candidates can answer questions via the video platform during applying or in their own time. This extra information gives you a snapshot of their character and social capabilities. It also helps to envisage whether they would fit into the team, not a just a job description. Hiring Managers don’t get the same information with paper-based applications and second guess who they interview. When you are shortlisting and have five equally good CV’s but only have three interview slots available, this prevents wasted interviews. It also makes choosing who to interview a whole lot easier.
All of this may sound a bit one-sided from a candidates perspective, but the truth is it works both ways and makes life easier for both parties. If you’re the candidate and get invited for an interview, getting the time off work, the travelling required, finding parking and all the other inconveniences feel huge when you arrive and either they don’t like you or vice versa (you usually know in the first 5 minutes). Wouldn’t it be easier to find out in 5 minutes in the comfort of your own home? It’s a welcomed change in the recruitment process for me!
When Employers or Recruiters shortlist applications, they can sometimes be unintentionally biased or unfair. Assumptions made when reading someone’s CV can often be the cause of this. The problem is we can all be unintentionally biased, especially when hiring as it’s a part of human nature.
The less information we have to make decisions, the more of these judgements we’re likely to make. Bias views happen subconsciously most of the time. We’re designed to respond to trends and can be affected by almost anything. This is how ‘stereotypes’ that you find in society are created. Many surveys done say that job seekers consider hiring processes biased for this exact reason. I’ve heard “They said I was over-qualified but they don’t know my situation” too many times.
Video recruitment used properly gives more information and is more transparent. It helps de-bias the opinions made when looking at the paper version of a candidate. It’s also a great way of reminding yourself of candidate’s responses. Video interviews can be replayed to multiple staff members giving you time to analyse along with as many professional opinions as you need. Integrating the team in the process will decrease the chance of any turbulent new hires.
Modern interviews can be unstructured, making candidates more likely to be subject to an unfair process. Candidates can use our automated video application, where they’re asked the same questions in the same order, in the same environment. This creates an equal and accurate experience for everyone. You’re still going to meet these people too. It just gives you more information to decide on who to meet.
We can use algorithms to assess human qualities bypassing assumptions we all fall victim to. The outcome is predicting the right person for each specific position in the business.
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We are all capable of being unconsciously biased in all areas of life. We make this mistake less often with more information we have though. Using technology can provide a more accurate and fair judgment as well as a better experience for candidates – are your hiring practices up to date?