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From Unobtrusive To Awesome: A Job-Screen That’s Better Than “Not Bad”
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It’s a competitive market

We’re all talking about it, and those of us in the HCM industry are especially attuned to the recent power shift in the recruitment market. As unemployment drops and the competition for talent resurges, it seems the power is back in the hands of the candidates (see this study on candidate behavior from CareerBuilder).

But let’s keep this in perspective—they may “have the power” as we say, but for many candidates, the job hunt is just as daunting as it’s always been. And now employers can automate the application process to source more candidates, so getting noticed in a widening sea of resumes is a whole new challenge.

I’ve heard so many candidates say some version of “I’m better in person than I am on paper,” or “If I could just get an interview, I know I’d impress them!” Candidates are clamoring for a chance to stand out, to showcase their unique perspective and bring fresh ideas into your organization.

But on the flipside, nothing’s worse than getting to the interview—after taking PTO from their current job or making special arrangements for child care or maybe even traveling to a new city—only to find that while they have the right skills and experience, they’re just not what you were looking for.

It’s definitely a delicate balance. You want to move quickly so that top-quality candidates don’t go elsewhere, but you don’t want to move so quickly that you miss high potentials because you failed to engage with them.

What candidates really think

You probably strive for an unobtrusive screening process. But why stop there? You can create a candidate experience that’s better than “not bad.”

Candidates usually have a good sense of their competition as they apply for jobs (some job sites show stats like page view counts, number of applicants, etc.), so it’s easy to feel like just another body in a crowded space. Let candidates know that you care about getting to know them, and give them a chance to stand out before they get screened out.

Consider video assessments, for example. This new type of assessment is a way for candidates to come off page and introduce their more vibrant self—as a real person and a potential colleague. With video assessments, you get a preview of the soft skills (all linked to key competencies) that are hard to convey in a resume. “Meeting” candidates this way, before an interview, will help you find the right fit in less time.

Are you asking too much?

When you add a step to your screening process, you’re asking more from your candidates. But think of it this way: a quick video assessment (completed online, anytime) could save several hours on prep, travel, and the interview itself. And unless they land the job, most candidates will consider this time wasted. If you simply explain the purpose and the benefits, candidates will likely see the extra step as an opportunity, not as an obstacle.

Your screening process provides value for both parties. It’s the best way for you to qualify candidates, and it also gives people outside your organization a look at how you operate. If you breeze through the screening process and invite candidates hurriedly in for an interview, they might get the impression that your organization makes snap decisions without gathering proper insight.

As candidates work through your screening process, they get to know your organization and gain confidence that they’re right for the role. So when it’s time to take PTO or call a sitter or book a flight, they feel it’s worth it because they’re a top contender (and likewise, your organization is a top contender for them).

Concerned about the candidate experience? See how quick and easy it is to take a video assessment yourself.

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