In any recruitment and selection process the primary source of candidate information is their resume or CV. At best recruiters may get a covering letter too along with any applications submitted. However, using a professionally designed assessment test can help discover a potential candidate’s hard and soft skills too.
There is a change taking place in the recruitment industry and many observers would say the current processes are clearly broken. Posting a job description and sifting through hundreds of applications is inefficient for human recourses and for sure has an adverse effect on a candidate’s view of that organisation when no acknowledgement or communication is received after making their application. The changes taking place are being driven by advances in technology and is particularly relevant in the digital tech recruitment space.
The resume is only a list of attributes and experience that the candidate wants the recruiter to see and cannot easily convey a candidate’s suitability to a role. Incorporating an automated second stage assessment test can help identify possible matches and cover a variety of aspects an employer wants to assess. The design of any assessment is critical and can be tailored to a specific role and company culture to help decide on possible fit. For digital tech roles the assessment as a second stage after application becomes more important because of the tendency to list technical skills and ability on resumes resulting in a plethora of almost identical applications. For digital tech developer roles candidates list programming languages and experience making differentiation almost impossible. The professionally designed assessment can help identify culture fit and soft skills helping to filter candidate applications.
If an assessment is only required at a later stage in the selection process human resources should consider using AI and other hiring tools to automatically select form the applications received those who should proceed to the assessment stage. Using AI recruitment software can help sift through hundreds of applications automatically to produce a more accurate shortlist than recruiters would ever get using manual sifting or keyword searches.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.