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Posts Tagged ‘Recruitment’

The Future Of Business – The Resume Part 2

I happen to be married to an HR Manager who disagree’s with my earlier post, she claims that resume’s, traditional resume’s are the only way to hire in certain industries, I disagree of course : ) Her argument is for those who are labor workers, those who drive forklifts, work in warehouses, drive pallet jacks, stock shelves and so on. If you believe resume’s are the only way, then you’re right.

Let’s talk about this traditional way for a moment. I’m going to do a very high-level view here, not much detail, but you’ll get the idea I hope.Let’s use a warehouse job scenario. Someone submits a résumé to your HR office, it goes in a pile for review, you’re holding job fairs (that cost money), you have a staff person give the résumé’s a once over, and those resume’s are short listed. Once you’ve decided who is on the short list, you call them in for an interview. Keep in mind, you know nothing about the candidate, other than what’s on the resume. You then arrange an interview, if the candidate is a good candidate, by whatever measurement you’re using, you go to the next step. Yes or No, are you going to go further with the candidates after the first interview.

Typically, once you’ve decided to offer a person a job, whatever it might be, you do a background check on them, you are now going deeper on your financial commitment. On average, once you’ve decided to hire a full-time employee, it costs your organization around $10,000, and they haven’t worked a minute, you just hired them. And you still know very little about the person you just hired, you still don’t know if they can meet the job description, and or physically do the work. Sure you have 90 days to decide if they are a good fit and will keep them on, but you’ve just spent good money after bad.

I would recommend to the warehouse to set up a website that runs candidates through a serious of questionnaires and tests. This site does low-level training while they are applying, for the purposes of knowing more about a candidate long before they even get an interview. Yes, there is an investment in building the online tools, but it’s a one time investment, you’re not paying or investing large amounts of time and money.

By directing job seekers to your website, you save your HR staff time, and you don’t waste time interviewing poor candidates. Aptitude testing, job related testing, and how to do certain job activities online can tell much more about someone than a piece of paper ever will.

If we are going to change the way we do our work, we must change the way we look and think about the work we do. It’s a paradigm shift, it’s not easy, but if you’re willing, you will be seen as a problem solver that saves time and money.