There are plenty of traditional candidate shortlisting and assessment methods that are used as part of the recruitment process but are they about to be replaced by the latest advances in technology?
Once suitable candidates have been attracted to a role an initial sift needs to be undertaken as part of the application process, then those who make it through the ‘knockout’ stage need to be assessed as part of the screening process. All whilst being fair, transparent and acting without discrimination or bias throughout the process.
The importance of getting to the right people, placing them in the right roles and getting the fit between prospective employees and organisation culture should not be underestimated. It requires careful screening and skills matching and crosses into personality and cultural fit.
A typical sequence we often see in use to determine this are longlisting & shortlisting, application and pre-screening, telephone/face-to-face interviews and reference checks. Many still use this approach but with the abundance of technology and new approaches available to us, should we seriously consider and invest in these against the more traditional methods?
In the annual membership survey commissioned by TheFirm, in-house recruiters were asked if they used various methods (traditional and new technology) as part of the selection process. The top two forms used in assessment and selection were competency based interviews (80%) and telephone interviews (86%).
There are many other methods available to us right now but are they a vision of the future or part of our reality; video interviews, gamification, live video assessment days, virtual reality platforms to name a few.
According to the survey mentioned above, gamification was used by just 1% to screen talent, artificial intelligence 2% and live video interviewing take up was 25% - so maybe the technology available to us isn’t currently utilised as much as we are lead to believe.
What we suggest for a simple yet effective way to recruit, screen and assess is to have a standardised process that ensures consistency of assessment. Given humans propensity for bias, assessment and selection should be developed to add and combine insight into hiring decisions. Data driven recruiting should become the norm rather that gut feel and hunches.
Checklists, Hints & Tips
We have developed a handy checklist for both HR Manager’s and Recruiters that presents a series of questions to assess your current recruitment capability that will help you to get the right people in the right roles.
If you haven’t already done so, build online assessments into your hiring process, preferably tailored to the role to provide consistency in screening and grading. Rather than looking to new technology to provide all the answers, utilise your ATS/Recruitment platform to provide additional support at every stage of the recruitment process. You should also monitor candidate satisfaction to evaluate the assessment process for each vacancy.
Having the ability within your ATS/Recruitment process to create and use forms will enable you to capture everything you need to know about your candidates. Forms can also be used as part of the online assessment screening process, tailoring questions to the exact requirements of the job.
Over to you
It seems that traditional methods of assessment are still very much in use and the latest technology is still in its infancy so it’s not a case of rip and replace, more a case of reviewing your current capability to screen applicants and pinpoint the right people.
Please share what is happening in practice in your organisation – are you using traditional methods or planning to replace these with dynamic assessments, video interviewing, gamification or virtual reality?
Want to know more?
Take a look at the Malmaison & Hotel du Vin case study to learn how they took control of their recruitment in a structured and measurable way. They revolutionised their recruitment process and see the importance of candidate experience, combining ‘traditional methods’ with video interviewing and face-to-face assessments to get the right balance of initial screening and understanding personality and cultural fit to get the right talent.