How Is the Online Hiring Process Different from Traditional Hiring?
There are a few ways the online hiring process is different from traditional hiring selection. Some of the differences are at a real foundation level, while others are at a more “cost savings” level, if you know what I mean.
- Pay $ for job posting somewhere (i.e. newspaper, etc.)
- Manually screen resumes for “qualified” applicants.
- Rely heavily on “gut” to make hiring decisions, with unpredictable results.
- You win some, you lose some.
- Post job on Craigslist or Kijiji, surf Facebook or LinkedIn for candidates, or generate employee referrals via email. All free.
- Use technology to automatically screen applicants. (I’m biased, since this is what we do at ClearFit.)
- Automatic screening uses science to help you decide which candidates are best-suited, leading to consistent, predictable results.
- You win *most* of the time.
Net result of hiring online?
- Less expensive to generate interest in your job posting, but this means you’ll get a lot of “crap” resumes and people who do not fit. Good news is there are technologies that screen these
- You’ll cast a wider net for job candidates, finding people in places you’ve never thought about … so don’t be biased.
- Take less time to find the perfect candidates, before you lose them to the competition.
- You’ll turn fewer people over … fewer bad hires means more cost savings and higher revenue.
What are your challenges with this new approach?
- Lose your fear of applicant volume – more is better, if you have technology on your side.
- Have confidence in the technology – trust that it can do some of the work for you.
- Stop asking to shortlist 5 candidates before you start interviewing – your candidates will be better, so it might take only 2 candidates to hire one!
- Make hiring decisions based on who will perform the job best – not whom you like the most.
Sorry for all the numbers, but I thought that might make this easier to reference.