Resumes neither show true skill levels nor true application intent
I want to share one of my thoughts on how Recruiters can save lot of time and efforts in getting better candidates for interviews — Moving away from Resumes!
HR Recruiters & Managers necessarily aim to gather as much relevant information on candidates’ skills and knowledge as possible. The problem is that traditional methods of getting to know candidates — Resumes (word/pdfs, LinkedIn, etc.) — often don’t yield the best insights. At a good level, we already believe that Resumes are notoriously unreliable! Research indicates that about 78% of resumes contain misleading statements / claims, while about a third contain lies.
How can Recruiters easily & quickly find out who are good candidates either from thousands of resumes having same / similar keywords or hundreds of applicants on a job post? The most inefficient use of HR team’s time would be to either go through all the resumes or to call everyone for interviews!
Also, we all understand that candidates will apply for several jobs & companies without actually intending to join many of those jobs or those companies. So, how do HR Recruiters / Managers know the seriousness of candidates job applications— their genuine intent? Why should HR waste time in going through such applications as well?
These problems are actually more prominent in the entry level candidates (0–4 years experience) space, but equally bother mid-level hirings as well.
One solution for this could be — Ranked Lists of All Candidates — ranking based on basic employability parameters, which is good! But as different industries and operations demand different skills, HR Managers would not (rather should not!) consider such single/standard employability assessments. That neither solves the problem of candidates’ technical/functional knowledge nor their application intent.
I think the best way to tackle the two-fold problem with Resumes is — if Recruitment Team puts every active & passive job-seeking candidate through a small Custom Assessment — customized for technical/functional knowledge testing! This solves both above derived problems with Resumes:
Intent Check
Get to know the candidates serious enough to apply / get selected (Mostly). Stop wastage of time on uninterested Resumes!Rank Check
Get only the better skilled/knowledgeable candidates to undergo further process. Stop wastage of time & efforts to interview candidates who aren’t going to make the cut into your teams.
So, how’s the thought? Wouldn’t this save your HR Team’s time and efforts and bring more productivity as well as objectivity in hiring decisions? Definitely YES!
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Hence, the idea that struck us at Youth4work was — enabling HR Teams to create & administer custom assessments for various skills / roles. Based on various inputs, we developed yAssess — Youth4work Custom Assessment Suite. Just put every resume (candidate) through custom tests and you get to know if he/she is good enough to join your team!
I’ll share in other posts more on yAssess and how it helps companies achieve fantastic goals for their HR Recruitment and other processes.
As I said, Stop treating Resumes as first level screening in Recruitments. yAssess them!
To Create a Custom Test, Click Here:
http://www.youth4work.com/Company/CustomTest
Related Important Articles:
- What are Delivery Capabilities of Youth4work’s yAssess — Custom Tests Tool?
- Tips on curtailing Employee Turnover Costs !!
For any queries and support on yAssess:
Call on: +91–11–64000230/31 or +91–8826293205