Introduction
Strategic recruitment is essential to reduce the number of resumes and concentrate on the most qualified people. Testlify can be very helpful as a recruitment platform, saving employers a great deal of time and money during the recruitment process. Employers should make sure that they make a good impression at the beginning to attract the best talent possible.
We all know that recruiters are busy. But did you know that they don’t even have time to read resumes? That’s right, it’s true. It’s a sad fact of life, but it’s the reality of the job market today. Candidates spend hours crafting their perfect resume, which will never get read. Recruiters don’t read resumes. Well, to be more accurate, they don’t read every word of the resume. In fact, according to Indeed, recruiters spend an average of 6 to 7 seconds reviewing a resume. Seven seconds! That’s barely enough time to read a name, let alone skills and experience. So, how do recruiters decide who to call for an interview if they don’t read resumes? I’ll tell you: they rely on keywords. That’s right, recruiters scan resumes for keywords they associate with the job. Using this method, they half guess who to shortlist and invite to the interview.
Jenny was a recruiter at my old company in the city. She had been there for two years and was well-liked by all her colleagues. At some point, Jenny felt extremely overwhelmed by the resumes she had to look through to find suitable candidates for positions. She kept skimming resumes and initiating interviews with unsuitable candidates because of her stress and lack of time. The problem was becoming more and more apparent as she had to re-advertise positions she had already filled. Jenny’s boss was starting to get frustrated as he was not seeing any valuable hires coming through the door. Jenny knew she needed to take a step back and reassess her approach. She realised it was important to take her time when evaluating resumes and prioritise quality over quantity. But guess what? There was no time! Her boss was breathing down her neck and putting more pressure on seeing results. With her responsibilities at home caring for two children under 5 years old, Jenny caved in and had a nervous breakdown. She ended up being away and sick for over six months. Let me tell you, this was not ideal for Jenny, her boss or the company!
So how can we avoid such scenarios? Recruitment is challenging for any organisation, and the statistics are daunting. According to Zety, each corporate job offer, on average, attracts 250 resumes, and of those, only 4 to 6 will get called for an interview. To ensure the best outcome for any recruitment strategy, organisations must be attentive in their hiring process. Or should they? It means going through resumes line by line and making sure every candidate passes a very comprehensive interview, doesn’t it? Might as well invest some time and resources into putting together a recruitment plan that’ll get exactly the people who are perfect for the job – what kind of madness is this?!
Failed recruitment can cost a business more than £132,000 for a position at a £42,000 salary level. According to ERE Recruiting Intelligence, 50% of new hires fail! This is a huge financial burden on businesses. The costs associated with failed recruitment include the cost of advertising, interviewing, and onboarding the candidate, as well as the time and resources spent training them. Additionally, there are the costs associated with finding a replacement and the lost productivity until the new hire is up to speed. These costs add up quickly and can be difficult to recoup. You should therefore take care to ensure you have the right recruitment process in place to minimise the risk of failed recruitment.
What you want to do is to work smarter, not harder! Strategic recruitment is an important part of any successful business, and narrowing market focus is an effective way to reduce the number of resumes coming through the doors. By targeting specific groups or locations, you can limit the number of applicants, allowing them to focus on the most qualified people for the job. As Jenny knew it, quality over quantity is the way to go. For instance, if you want to hire a software developer, you can narrow the focus to those with experience in a certain programming language or those who have worked in a specific industry and have the right skills.
What if you could wave a magic wand and make it happen… automatically. Well, you can! Testlify is the quintessential talent assessment platform, providing companies with the holy grail for quickly, easily, accurately and – surprise! – affordably hiring talent. Recruiting at scale may seem like a nightmare, but that is why Testlify is here to take care of all your stress with our deep analysis capabilities combined with accuracy, automation and complete unbiasedness. As we discussed, recruiting can be a tedious and lengthy process, not to mention risky – but Testlify’s got it figured out! Fancy a new easy recruitment approach saving you time and money? You know we have it. Just sit back and let us handle your hiring needs – wouldn’t you love the stress taken out of finding candidates?
You don’t need to be one of the recruiters that make job applicants’ lives a breeze by keeping them in the dark for weeks on end after they apply for a job. Applicants pay attention to the signals employers send when they are in their recruiting pipeline. They recognise when you are friendly and caring and when you are sending loud messages that you couldn’t care less about them. Talented applicants who value themselves will quickly run in the opposite direction, and those who stay will clearly understand how your company is mismanaged. With Testlify, you’ll be able to reduce the time it takes for your recruiting process to be completed, and you’ll be able to engage your potential future employees more effectively. Make a good impression from the very first moment, and you will be able to attract the right talent for your company.
