Why Shouldn’t Applicants Optimise Their Chances?
‘Fool me once, shame on you – fool me twice, shame on me’. There is the school of thought which takes
responsibility for allowing themselves to be fooled, once they are aware of the method. Frankly much
of the UK’s business and tax law relies on the fact that to avoid the regulations is actively encouraged,
whereas evading or braking the law is punishable. So why wouldn’t applicants push the envelope when
given the opportunity, and whose fault is it when they do.
Relying on a CV for the first cut (reducing the applicants to the 6 interviewees) may not be the smartest
move, after all the format is over 500 years old and there are many free tools on the web designed to
optimise the applicant’s CV in fooling the Resume Robots. So it is pointless to blame applicants for using
the best resources available to get to the top of the pile.
Soft or Hard Skills More Common
Furthermore most recruiters agree that there are more applicants with the right skill set than they are
with the right personality to make the placement successful, and there is nothing about the CV which
helps the recruiter to understand the personality. People quit their jobs because they don’t like the
atmosphere, and not because they cant do the job! Employee retention is fundamental.
So if you are able to deploy psychometric/personality testing (which can be messy and expensive) there
are practise sites, again on the web, which can be used to optimise applicant’s scores. Again it is
pointless to blame applicants for taking advantage of the facilities.
Has Technology Made Recruitment Better or Worse?
Recruitment has been bombarded with AI designed to make the recruiters life easier or more
effective. But has it helped?.
• Jobs boards do widen and deepen the pool from which applicants become available – but is too
much choice any better than too little choice, and with 200+ applicants / vacancy there is too
much choice.
• Video interviewing does cut down on recruiters time, but it doesn’t cut Time To Fill as people
can now be interviewed by technology and this tends to increase the number of interviews
conducted.
• AI is deployed in everything from analysing chat to background checking, but does it really
improve results or just add complexity.
What you want is extremely simple, the best candidates to be identified for interview in the shortest
possible time at a low cost. There is 1 tool that can deliver – the TR Recruiter.
Your Solution- TR Recruiter
What you want is extremely simple, the best candidates to be identified for interview in the shortest
possible time at a low cost. There is 1 tool that can deliver – the TR Recruiter.
To find out more follow this link
