Well-established approaches to assessing job applicants are less and less used by leading companies. Recruitment experts note the inefficiency of traditional recruitment principles, in which the criteria for education and the level of professional training came to the fore.
This does not mean at all that qualifications and knowledge are not considered at the stage of interviewing and viewing a resume, but not a linear assessment system is used, but a diversified one, that is, involving a diverse analysis of information. More details on the new approaches to hiring employees will allow the following principles of modern recruiting.
1. Expanding the range of assessments beyond education
The formal existence of a diploma as such has partially depreciated, since traditional education cannot always give a complete picture of the job applicant’s abilities, knowledge and skills. At the same time, many criteria remain beyond the field of view of the personnel department, which will not allow us to appreciate a talented and capable employee.
In particular, we can talk about life experience, family tree, the actual readiness of a person to perform certain tasks, the presence of universal skills, the value of which is also increasing. For example, communication opportunities in some areas are valued more than training or years of experience.
2. Elimination of “distorting” issues
Both the resume of the job seeker and the questions in the job description or during the interview should not have hidden motives to identify those or other qualities of the employee that are not directly related to the functions of the position. So, questions about gender, age, social status, etc., become a relic of the past. It is recognized by specialists that often determining the value of employees through established stereotypes about how suitable employees are for certain jobs is of less and less importance from the point of view of direct benefit to the company.
3. Simplification of the interview procedure
A company that is interested in hiring employees for vacancies should meet the candidates. The applicant should have the shortest way to the company, which in our time is easily solved by new technologies. At a minimum, the procedure for sending a resume with application can be optimized, and interviews should be agreed on equal terms at a time convenient for both parties.
4. Tests with elements of artificial intelligence
The concept of a diversified assessment of the applicant for the workplace today is most effectively implemented by extensive testing programs using complex systems built on machine learning algorithms. This approach allows companies to accurately analyze the qualities and characteristics of a person in terms of their compliance with the requirements. Artificial intelligence with deep data processing allows you to take into account many factors that in an ordinary interview or resume are not considered at all.