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 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.
Typically, while interviews may reveal certain non-cognitive personality traits (soft skills), the cognitive abilities which are the most important predictors of the applicant’s success in the job remain unassessed. This may lead to unsuitable applicants being selected.