On the Evolution of Work Systems in the Digital Economy
Tag Archives: Recruitment
First, let’s get one thing out of the way. Traditional interviews don’t actually predict performance. Rather, the best way to predict performance is to test job-related skills in context. Nevertheless, there is a place for interviews in the hiring process. Interviews are a useful tool to build rapport, and even start a relationship, with candidates after their skills have been validated. They can, and should, also be used to answer unanswered questions from the hiring process.
Interviewing is often used as a synonym for candidate selection, but it shouldn’t. Interviews should only comprise a small part of the candidate selection process. In fact, if an “interview process”, a.k.a. a selection process, is designed properly then traditional interviews only need to play a minor role.
Rather than dealing with hypotheticals, I’m going to share a real blow-by-blow story about a recent hire we made. The process included a recruitment agency, marketing, online skills assessment using our own platform, interviews and reference checks. I’ll explain how each step worked and why we did things in a very deliberate order. Read more of this post
The same, but different
Is a graphic designer at a major accounting firm the same job as a graphic designer at an early-stage startup? There is an obvious overlap is functional skills, but that’s where the similarity ends.
A designer at startup will have limited resources and even less time. They’ll be required to “ship fast” because the clock is ticking and everything is an experiment. Management will have a relatively high tolerance for mistakes, and decisions will be made on the spot.
Conversely, a large accounting firm will be far less tolerant of risk, decisions are made by committee, perfection will be prioritized over speed and autonomy will likely be low.
How similar do these roles sound now?
While the fundamental craft is essentially the same, the context is entirely different. Success is measured differently, and the respective operating environments have very little in common. Read more of this post
We analyzed how more than 4,000 companies use skills assessments on Vervoe, particularly employer and candidate preferences, and wanted to share the results with you.
Here are some of the most interesting things we learned:
The first step companies tend to replace with skills assessments is phone screening. Intuitively this makes sense because it’s a manual process that is very time consuming. Instead, recruiters can avoid screening altogether and review candidates after they’ve completed a series of job-related tasks.
Many companies have been able to consolidate several steps into one and reduce the number of steps in their process. This reduces the burden for candidates. As a result, the average number of stages in a hiring funnel is between three and four.
Nearly 70% of companies are using a skills assessment at the top of the hiring funnel. This is consistent with the removal of phone screening, which is typically a top of funnel activity.
While corporates often use skills assessments at the top of the funnel, the companies most likely to use assessments at the bottom of the funnel are staffing firms. Read more of this post
Screening candidates isn’t helping you.
In technology, user experience design is very close to our hearts. We are constantly trying to make it easier for our prospective customers to gain value from our products and services. We try to make the experience as welcoming as possible and take them on a journey.
When it comes to our prospective team members, perversely, we seem to take the opposite approach. When people express an interest in joining our teams, we seem to go to great lengths to push them away. We actively discourage them. We screen them.
“To test or examine someone or something to discover if there is anything wrong with the person or thing.”
– Cambridge Dictionary
That’s how traditional recruitment works. When people want to join our ranks, we try to find out what is wrong with them so we can rule them out. There is something inherently wrong with that approach.
What does that say about us? What message are we sending to people? When I try to put myself in the shoes of a candidate, this quote comes to mind:
“Sometimes it’s the journey that teaches you a lot about your destination.”
If the journey is obstructionist and unpleasant, if I’m being screened as if there is something wrong with me, that must say something about the destination.
So let’s change that. Read more of this post
One of the most gratifying experiences of Internet surfing is stumbling upon other people’s great ideas, and I find that there are quite a few great ideas out there that deserve a lot more attention! In this post I’d like to draw your attention to one such idea that developed into a start-up company called Unemployed United. They won’t simply be providing another platform with smart features to search for work on. In what other ways do they aim to help, you ask?
Unemployed United’s stated mission is to assist those unemployed in the USA, UK, and Ireland to find or create jobs, and this is to be achieved “either by means of initial business investment or extra training to improve their chances of becoming employed. €10,000 per month will go to our unemployed members and we intend to increase this amount as the popularity of the website increases.” I must say that I quite like that intent to help give people a nudge in the direction out of unemployment they wish to take. Read more of this post
I know all there is to know about the lying game. I’ve had my share of the lying game!
That was cheesy, I know. Seriously though, from pretending to work, to pretending to like your job, to pretending to be interested in the job you’re interviewing for, appearances matter a lot within our current system. Like they say, appearances can be deceiving. As someone who’s been on both sides of the interviewing and selection process, I’ll share my thoughts on this issue and touch upon technological advances that may change the process of interviewing and candidate selection in the future. Read more of this post