1The recruitment cycle would start with the organization visualizing an ideal candidate persona, and from that derive the job description and job specification.
The job specification (also known as employee specification) lists down the skills, competencies, knowledge and personality required of the candidate to be a right fit for the job role.
2From the job specifications, appropriate questions are created for including in the EasyTalent SmartForm job application form. The questions are so chosen/created to reveal whether the applicant meets the requirements in the job specification.
3EasyTalent automatically creates a URL link for the job application form, which can be copied and posted by the organization on their website career page social media channels, job sites or given to sourcing agencies for direct emailing to potential applicants.
4When applicants click the link, they are directed to the job application form, where their personal particulars (email, name and mobile) details are gathered. The application form can also be configured to ask the applicant to upload their CVs and other documents.
5After entering the personal particulars, the applicants’ identity is verified using their Aadhaar ID and registered mobile device. For authentication, EasyTalent uses Aadhaar offline KYC, its advanced face recognition engine, and liveliness check module to positively identify the applicant. Only applicants who clear the authentication are allowed to proceed ahead with filling the job application form.
6The applicant can either fill-in the job application form on web using their laptops or they can use EasyTalent mobile app EasyTalent mobile apps enhance candidate experience significantly.
7Based on the rating, EasyTalent prepares a shortlist of applicants who are suitably aligned with the requirements of the job specification
8The shortlisted applicants are automatically moved to the next stage of the assessment and are put through skills, competency and knowledge tests. EasyTalent gives the Recruiter the option of selecting which tests out of skills, competency and knowledge the applicants have to go through.
If the Recruiter specifies a minimum threshold, EasyTalent will only allow applicants who get above the threshold to proceed from skill tests to competency tests, and from there to knowledge test stage of the assessment.
9The skill, competency and knowledge tests are proctored by EasyTalent to ensure that the actual applicant is appearing in the test and not someone else in-lieu. The entire session is recorded and available to the Recruiter for review later.
10EasyTalent will automatically move applicants who have cleared the skill, competency and knowledge tests to psychometric testing stage. EasyTalent provides three integrated Big Five psychometric testing instruments, each of which is validated and correlates very highly with the best psychometric instruments available. The Recruiter can choose which of them to administer depending on the volume of applicants and job roles.
11Like applicants were proctored during skills, competency & knowledge tests, the applicants are also proctored during the psychometric testing to prevent impersonation.
12A ranked list is generated by EasyTalent of all applicants based on their average score obtained in demographics, skill, competency, knowledge and psychometric tests. The Recruiter can specify whether all applicants or only a subset of applicants from the top of the ranked list need to go for one-way video interview.
After competing the one-way video interviews and their assessments, a further ranked list is prepared by EasyTalent and the Recruiter can send all candidates or a sub-set of them selected from the top of the ranked list for two-way interviews.
13EasyTalent allows the Recruiter to require the applicants’ background verification be done prior to the two-way video interview or after. If Recruiter specifies ‘before’, EasyTalent will not permit an applicant for two-way interview till the background verification is over and report found OK.
14Finally, a ranked list of candidates based on a composite score of marks obtained in demographics, skill, competency, knowledge and psychometric tests and one-way and two-way video interviews is prepared for the Recruiter to select the top candidates for calling for In-person Interview and subsequent Onboarding.
There are significant advantages to EasyTalent recruitment cycle vis-à-vis traditional recruitment cycle – the cycle timelines are measured in days as against weeks in the traditional cycles timeline. Also, the selected candidates are significantly more successful in their job roles as compared to traditional recruitment without pre-screening tests, where many leave or asked to leave within a year of joining.
In traditional recruitment cycles, the job descriptions are posted in job sites, social media channels and/or sent to sourcing agencies.
The CVs that are sent by applicants are scanned for suitability in relation to the job specifications. Typically, the scanning is done by humans if the volumes of CVs received are low. If the volumes are high, an Applicant Tracking System (ATS) CV scanning software is used to compare the keywords in the CV with the requirements in the job descriptions to shortlist applicants.
The problem with ATS keyword scanning is that applicants can fool the software by inserting keywords in their CVs to align it with the requirements listed in the job description (known as keyword stuffing). Keyword stuffing makes it very difficult for Recruiters scanning CVs to differentiate between applicants. The other problem with CVs is that there is no way of knowing if they have been padded or have fake information.
Considering the problems with CVs, a sizeable proportion of candidates shortlisted after CV scanning may not be suitable but are there. In traditional recruiting cycles, these unsuitable candidates are also put through subsequent evaluations, which is a waste of time, effort and money, since they should have been filtered out right at the outset. In contrast, the EasyTalent SmartForm job application form that is filled in by applicants, have ‘knockout questions’ which effectively filter out the unsuitable applicants right at the beginning.
The shortlisted applicants in traditional recruitment cycles are now put through phone screening, where they are asked brief questions to ascertain their suitability, interest and salary expectations etc. The problem with phone screening is that they can be ‘managed’ or can be answered by someone else in-lieu of the actual applicant (the calls to the applicant’s phone are forwarded to the phone of the impersonator).
The shortlisted applicants in traditional recruitment cycles are now put through phone screening or free video calling softwares (Skype, Google Hangouts FaceTime), where they are asked brief questions to ascertain their suitability, interest and salary expectations etc.
A short list is prepared of candidates after the phone screening. The quality and suitability of candidates is a question mark at this stage of the process in traditional recruitment cycles. The only way to filter out the unsuitable ones is to put them through pre-screening tests (skill, competency, knowledge and psychometric) followed by in-person interview. However, less than 10% of employers require the shortlisted applicants to go through the pre-screening tests. In majority of the cases, applicants are called in directly for the in-person interview.