Time is of the essence
For a recruiter, sifting through a pile of CVs can be a daunting prospect. How they choose to narrow down the applications can affect the talent they eventually acquire. According to Job Market Experts, President Robert Meirer states, “98% of job seekers are eliminated during the initial resume screening process and only the top 2% of candidates make it to the interview.”
Many candidates spend hours, days or even weeks perfecting their CV to ensure its suitability for each role they apply for. To then have a recruiter spend less than 10 seconds reading it, before making a decision and moving on to the next application is a disheartening thought.
Relying on mere seconds to make a judgement on an application, can’t surely be the most effective method to acquire top talent but faced with a pile of applications, what choice does the recruiter have?
A recruitment professional at Facebook (Ambra Benjamin), states a recruiter will first look for the candidate’s most recent role, the company in which they worked and their overall experience. This provides them with a general overview of the candidate’s application, during the initial screening process. It’s an improvement on the problem, however, the way a recruiter chooses to assess a CV is dependent entirely on the recruitment professional themselves and the type of role they are hiring for so this introduces huge scope for ambiguity.
A job advert has the potential to attract a high volume of applicants. For a recruiter to manually sift through all of these, it could take hours out of their day. Resulting in a limited time a recruiter has to review each individual CV. The implications from this may cause the recruiter to miss high-quality talent because of the short time frame available and potentially to dismiss a candidate who has the skills and experience but failed to initially convince the recruiter or hiring manager.
A high proportion of precious recruiter time is spent narrowing down applications that are not relevant to the position a candidate has applied for. This is due to either the candidate not having the right skills required for the position or they are simply under-qualified for the role. Irrelevant applications cost the recruiter valuable time and resources if a manual method is adopted during this initial hiring stage.
How to manage time more effectively
By automating the candidate screening process, the time spent manually reviewing job applications is essentially given back to a recruiter or hiring professional. Providing more time to focus on the skills where they add real value, such as interviewing and communicating effectively with candidates to ensure their experience during the hiring process is a positive one.
Adopting screening technology reduces the dependency on a recruiter to manually sift through CVs and narrow down the applications to obtain high-quality talent. Instead, this decision-making process is met both by recruiter and technology, through Augmented Intelligence-based solutions.
Whilst artificial intelligence is believed to replace the need for humans within recruitment. The decision to hire a person still needs to be made by a human. Choosing this approach allows technology to assist humans in making better hiring decisions and save time.
We provide solutions that can help you get to the decision stage more quickly and efficiently. Find out more here.