I’ve been raving for a good while now about the fact that the resume is doomed. Lets take a quick look at the facts: Resumes are highly subjective, and there is a lack of standardization for the information they present Resumes are loaded with embellishments and misinformation Resumes are hard to deconstruct in a way that helps facilitate automated matching Reviewing resumes causes a serious bottleneck in the hiring process that can tax the bandwidth of hiring personnel as applicant volume increases Of course, resumes do serve an important function in that they provide hiring personnel with a concise package of valuable information. But the fact that they are a calling card that provides a high-level summary of an applicant’s qualifications means that they end up being used incorrectly.
When I was a kid, I watched adults get their teeth pulled and replaced by dentures. My kid-brain thought it was normal. When I grew up, my adult brain learned it wasn’t necessary to give up on your teeth. The same goes for most organizations
Some recruiting directors don’t like it when I criticize them for not operating their recruiting function in a more businesslike manner. They fail to realize that the recruiting process directly impacts business revenues and it is at least as important as supply chain, lean production, and CRM. Many who are responsible for the overall recruiting process rely on their gut to determine whether the overall process is running smoothly. In direct contrast, other major business process owners use a “data or evidence-driven” approach to determine not just whether a process is producing the desirable results but also to determine precisely at what step are the failures occurring. If you’re ready to shift to a more businesslike and data-driven approach that can help you pinpoint the “failure points” in your recruiting process, this article will outline what you need to do.
While finding and accurately assessing candidates has always been important, doing it quickly will take on extra urgency as the economy recovers. Interestingly, if your candidates are high achievers, most managers will meet them even if they’re a bit off experience-wise.
There are literally hundreds if not thousands of products in the marketplace promising solutions to managing applicant flow. But, how do you know which ones to use, and, which ones to trust? Let’s start with the trust part.
When Monster bought Trovix in the summer of 2008, the blogosphere popped with wonder at how the job board would make use of Trovix’ job matching technology. Forrester Research analyst Zach Thomas suggested that, “By making this acquisition, Monster is putting a real emphasis on search and they believe it will help them leap-frog the competition.” Others were less generous . The answer has been coming ever since Monster began beta testing Power Resume Search several months ago. A few weeks ago, confident that its $100 million investment was the homerun it expected, Monster turned Power Search live, premiering it during an analyst meeting that was also webcast over a marathon five hours or so. Tuesday, the company demoed the new search for a group of recruitment consultants and bloggers.
We live in a world of pictures, movies, and sound. The printed word is being replaced and expanded by cheap, easy access to video websites like YouTube as well as sites such as Hulu.com and Veoh.com. According to Gartner, Inc., the world’s leading information technology research and advisory company, more than 25 percent of the content that workers view each day will be dominated by pictures, video or audio by 2013. As of this past February, emarketer.com ranked YouTube as the fifth-most popular website in the United States, eclipsed only by the likes of Google (who owns YouTube), Yahoo, and Microsoft.
Article and research by Charles Handler and Mark C. Healy For the last seven years, Rocket-Hire has surveyed users of web-based pre-employment assessment tools, so we again asked members of the ERE community to tell us about their usage of typical pre-employment screening , testing, and assessment programs. As with years past, we zeroed in on the pulse of pre-employment assessment usage. And in an increasing climate of legal scrutiny for testing, and the hoopla surrounding the Ricci case, we decided to focus the content of today’s article on two issues that are inexorably linked: Implications of evaluating one’s assessment strategy, and attention to relevant legal issues. Those interested in obtaining a copy of our full report can email us (firstname.lastname@example.org) and we will be sure to send you a full copy once it has been completed.Or, check out an upcoming Journal of Corporate Recruiting Leadership , probably the October 2009 issue, where we’ll have an in-depth analysis.