Aiming for a spot-on hire? Resumes are no longer enough
As new technologies transform the way companies do business, the Hiring sector has been left behind. HR teams still use the same clunky tools they’ve used for years, centered on helping sort, manage and process an unending flood of resumes.
Many hiring professionals understand that resumes are imperfect, leading to sometimes-imperfect results. Resumes take time to manage, provide incomplete pictures of candidates and may invite biases. Selecting the most promising recruits is followed by personality tests and multiple interviews to gain a sense of the candidate’s character, work style and fit for the role.
Resume reviews can derail the hiring process, so what can HR teams and recruiters do to get back on track?
Turn down the pressure
Corporate jobs typically attract about 250 applicants for an open position, according to Glassdoor. That’s an overwhelming number for most HR teams to handle, leading to cursory reviews, missed opportunities and a focus on things like formatting instead of skills.
GoodJob uses a different approach. The hiring process begins by creating Job Role DNA based on PATH Assessment results collected from your top team members. The results offer insights into the work traits and behaviors that drive these star employees, how they think about problems and how they take action. The top characteristics and behaviors identified in high-performing team members are used to find the right candidate for the right role in your organization.
This holistic approach to hiring shortens time to hire for the HR team. Instead of reviewing 200 or more resumes, HR teams are able to quickly invite candidates to take the PATH Assessment. Once candidates take the assessment, the team is able to focus on interviewing the highest scoring candidates with the most compatible behaviors and traits for the role.
Focus on what matters
Resumes are designed to spotlight the superficial. Titles. Years of experience. Degrees from familiar universities. Zip codes. But what do employers want when filling a role or hiring for a new position? Some would say skills, but skills only enable employees to do their job correctly. Employers want qualified candidates with the same traits and behaviors as current employees that are high-producing, successful team members.
The PATH Assessment uses data science and AI to determine how someone’s workplace personality will fit different job openings. After a hire, GoodJob closes the circle, collecting data on how the new employee performs. This data leads to improved accuracy and smarter results over time.
Identify and hire the best candidates
Employers spend an average of six to seven seconds looking at a resume, according to Indeed. For anyone who’s ever agonized over the wording of a professional objective, that may feel like a depressing statistic. But it’s bad for employers, too. How many folks with the skills and personality for the job are passed over?
A wonderfully varied work history might read flighty on a one-page resume, and pauses in employment might discount a prospect’s self-investment in mental healthcare or family caretaking. The confidence gap holds back some applicants, leading them to skip over job descriptions that seem too resume-centered. And biases can derail even the best-intentioned HR team.
But with insight into candidates’ workplace Purpose, Approach, Thinking and Habits through the PATH Assessment, the HR team can identify applicants’ ideal job roles and help guide the best-fitting prospects toward a fulfilling career—one where they’re likely to succeed. The result? More diversity of thought along with faster, more efficient hires.
Ready for an alternative to the resume-based hiring system? Our platform elevates the candidates that best match your team’s DNA to the top of the list so you find employees who are an excellent fit for the role. Get in touch with GoodJob today.
