Opinions expressed by londonbusinessblog.com contributors are their own.
Once a student came up to me and told me that his resume kept getting forwarded. Dejected, he said, “It seems like my resume is disappearing into the black hole.” Rode? He went to a lesser-known university and worked for a lesser-known company.
I was impressed to say the least! A recruiter will always look for ways to find that one needle in a haystack. Often a resume is a solid place to start the shortlisting process. Fast-forward to 2022, technology has made us sleep better, eat better, think better and also assume better! Are you sure you still want to base a hiring decision on an A4 paper to gauge a human being with a myriad of skills and abilities?
Now more than ever, a recruiter must think beyond traditional ways of feeding the talent funnel. Let me start a little more directly. Would you shortlist a 400th rank holder from an Ivy League university or the top ranker from a non-Ivy League university?
Now that I’ve asked the million dollar question, let’s move on to the quest to answer it. Asking this question has been a long time coming, and the key to the growth of all our organizations is that we ask it again and again.
Related: 3 Ways to Rethink Your Hiring Process
But why go beyond resumes?
Resume-based hiring is a broken process. If not, we would all be working with a dream team producing one product/service after another. Listen to me!
Talent is in every nook and cranny:
Premier settings are outnumbered by the mislabeled tier-2 and 3 settings. The pedagogy, students and accuracy vary, but only slightly. Access to ad hoc learning resources and the power to get better are plentiful. Do the math! Covered marble hallways may not be accessible to everyone, but the knowledge that flows through them is!
Imagine a scenario where you could know how good a programmer or a problem solver is before you know where they studied. Once they are part of their organization, their skill is what they bring to the table and not their college name.
Ask yourself: Do they have a wealth of fresh ideas that can provide solutions to real business problems? Do they strive to perfect their skills on a daily basis? Do they want to understand current business scenarios? Would such shortlists have the ability to bring zeal and energy into the office? These factors are very important and should be given equal weight during the recruitment process.
Your team needs a crook, not a luminary:
Imagine a candidate who went all out and still managed to reach your table and start a conversation with you and your team. Would you not want to hire this candidate? Not denying that even the major institutions have scammers. But the ability to rush, to perform, to grow – is it a trait limited to a certain number of colleges?
Related: 3 Prudent Hiring Practices to Acquire the Best Talent
Level the playing field and transform your recruitment funnel
As the light falls on this new idea of recruiting based on demonstrated skills and abilities, as opposed to an A4 sheet of bulleted versions of a candidate’s hard work, I want to highlight the whole path leading to the right candidate .
Built to meet the demands of modern teams, online hackathons, case challenges and gamified challenges are impressing the recruiting industry. While all the new stuff pretty easily becomes the talk of the town, these new guys come with heavy artillery.
They simplify the hiring process by giving you access to any suitable candidate. Run an online coding challenge or case competition specific to your need and target candidates more objectively. This way you get a much more realistic picture of their caliber.
It certainly sounds simple, but the bounty it offers you is limitless! You may:
Cross geographic areas and take advantage of every little fold
Level playing field for everyone
Save time and money you would spend on sourcing
Skip excels and firefighting involved in the traditional recruitment process
Build and maintain a talent pipeline
Related: Recruitment is changing and companies are wasting resources without realizing it
The grass is almost greener on your side
We all want to be the next big thing! Our business strategies can be groundbreaking and a direct path to becoming the latest industry leader. However, without the right team, strategies are nothing but detailed plans.
If you want to grow as the most loved search engine without which our lives would not be complete, or as the phone with a bitten fruit as its logo, we also need to look at their recruitment practices. Just learning their business strategies and ideologies will be like making a pie and leaving out the butter. After all, butter makes everything better! Host your first online recruitment challenge today and make sure your grass is green too.