Does it make sense to be still relying on a 19th century way of recruiting?

    As a 21st century, technology-led organisation relying on the latest equipment to give your customers the best experience, does it make sense to be still relying on a 19th century way of recruiting?

    As we move towards an increasingly digitalised working environment, the way in which we work, interact and succeed is changing.

    If there is anything positive to take from the events of 2020, it’s that it is absolutely possible to rethink the traditional workplace model of large offices crammed with people and replace it with a more flexible ‘work anywhere’ model. And if we’ve managed to rethink how we work, it’s definitely not impossible to rethink how we recruit.

    The use of CVs has long been the go-to for any hiring manager or recruiter to help them get a ‘feel’ for whether a candidate would be right for a job based on their experience.  Some might call this ‘the initial sift’. But what can you truly know about a candidate just from reading 2 sides of A4 about them? And that’s also assuming their CV has not been exaggerated. The Guardian has reported that around 1/3 of jobseekers embellish qualifications in order to land a role.

    It’s also worth considering whether past experience necessarily predicts future performance. James Reed, Chairman of REED, shared some findings of a recent study that predicts greater movement in the workforce in 2021 with over 2/3 of people stating they would be willing to work in a different sector to secure a job. How do you know that someone coming from a different background doesn’t have what it takes to succeed if all you’re assessing is their CV?

    Another, less cheery, side effect of the Pandemic has been seen in the employment sector across the UK. According to the Office for National Statistics, Between Feb-Dec 2020, the number of payroll employees fell by 819,000. Although vacancy numbers have recovered slightly in the months from September to November (110,000 up on the previous quarter), it’s still sitting at only 547,000 (a drop of 251,000 on the previous year).

    So how does this affect your day-to-day recruitment processes? With so many more out of work, and so fewer jobs, more candidates are vying for the same roles, and competition is tough. In recent research commissioned by BT Skills for Tomorrow, data found that candidates were being rejected from an average of 16 jobs before securing a role, quite often taking pay cuts in the process. A result of this increased competition is an increase in the volume of applications companies are receiving, and more time taken from what are typically very stretched teams in order to review these CVs.

    But what’s so bad about doing things the traditional way if it’s worked so far?

    • CVs typically provide an unstructured approach to
    • Weight is placed on length of time in a role or years of experience, less on the skills acquired or inherent behaviours of the candidate.
    • In a volume approach, not all CVs will be reviewed, leading to unfair processes and missing out on quality candidates.
    • The process can be more open to bias.

    So, how do you find the right people amidst the sea of applications without having to burn the midnight oil? The answer is Intelligent Automation! Amberjack’s online assessment tool enables you to look beyond the page and assess what a CV sift cannot, behaviour.  CVs are simply candidates stating that they have been in a similar role previously and therefore they are right for this role. Just because they have worked in a customer service role for 10 years doesn’t mean they were ever great at it. Ideally suited for the customer contact industry, our tool is about measuring the foundational behaviours someone needs to deliver great service, cuts recruiter time by more than half, and gives your candidates the best possible candidate experience regardless of the outcome.

    And after all, isn’t that what great service is all about?

    To find out more, book a meeting with the team.