Time investment and utilising Keyword Analysis for effective data harvesting.Wed 16th January, 2013
Employers who engage in the process of recruiting new member of staff, or promote from within, may experience a high volume of applicant response and the pressures on those individuals whose task it is to identify and create a shortlist of suitable applicants can be significant.
These pressures cannot be summed up by evaluating the initial cost of the job advertisement or utilising and co-ordinating the services of job posting boards or recruitment specialists. It also isn’t the pressure of maintaining a shortlisting process that would be difficult or the systematic process being able to demonstrate legitimate recruitment decision making.
The pressures most felt by shortlisters is the time investment they have to engage in order to ensure the quality of applicant would satisfy the key decision makers of the organisation. Time is always the overlooked pressure as well as the overlooked expenditure. The cost of the individual to process application forms, CVs as well as telephone assessments and general enquiries.
One practical time investment solutions that will reduce the overall time spent on the shortlisting process is Keyword Analysis.
Keyword analysis has been commonly used within the recruitment process for a significant period of time when reviewing CVs or application forms. This method of identifying a particular word or sentence that illustrates the candidate’s depth of knowledge, usually by asking the individual a question and looking for specific keywords or phrases in the response.
Traditionally, keyword analysis would be utilised when reviewing the CV or application form first and then the completion of an assessment of core competencies of the candidate. The drawback of this style of short listing is the reliance of the shortlister to be 100% systematic throughout the working day, week or even longer. The constant reading and interpreting of an individual’s application to make a decision based solely on face value of the content provided to them can be difficult.
To use an online solution that would engage with candidates directly at the very start of the recruitment process before a CV or application form is sent. The interested candidate would be invited to participate with a core competency assessment first.
The data extracted would enable the shortlister to bypass the need to rely on the data provided by an application form or CV but make a decision based on by the data retrieved on job specific responses and compatibility of the individual’s working knowledge and decision making though process.
This approach will not only provide a much informed choice on the applicants and arm the interviewer with excellent opportunities to probe and invest further applications responses. It can also support those individuals who feel dis-advantaged by traditional shortlisting methods such as chronological dates of employment. The reading of dates of employment is an important factor but can potentially put individuals at risk of being over looked and de-selected before they can prove they have the right capability and knowledge content.