Candidate filtering, training & appraisals.

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Heart Behind the logo - Why I am so bothered about 10 seconds

Mon 6th July, 2015

I have felt for a very long time a great unease within my conscience over how shortlisting decision makers ascertain and judge suitable applications within 10 seconds. To be more precise it is around on average 8.8 seconds to determine an individual’s capability and compatibility within the organisation.

Lets be fair to the decision maker, if you are involved in a hiring project that receives 100’s or worst 1,000’s of applications for a much smaller quantity of vacancies available, how on earth can those individuals process CVs without resorting to skimming, keyword searching or the need to rely on software technology that performs keyword searching on the CV for them.

Over a short time period decision makers have no option but to adapt, become decisive, judgmental and set very fixed sifting criteria in order to preserve their precious time to focus only on worthwhile candidates.

The battle for the candidate to make their CV stand out is so extreme that if you type in CV advice within Google (or any other search engine) there are 81,100,000 results for them to read and digest. The common advice about bad grammar, spelling mistakes, poor formatting, cv length of no more than 2 pages long, the list is endless and quite frankly encourages job seekers to develop a two page document that so often is detached from reality of the individual’s capability.

How often have you heard of interviewers complain about the great disappointment about the discrepancy from the CV or application form to when performing a telephone or face to face interview.

CV exaggerations, embellishments, little white lies or great big fat porky pies on the CV are a very real issue. The reality of this deep-set entrenched trend is in largely due to the pressure placed on candidates to make those 8.8 seconds count.

Therefore as part of ‘Heart behind the logo’ theme my aim is to develop an awareness for stressed out decision makers that you can applicant sift, filter, qualify and shortlist candidates fairly, systematically, transparently and most importantly within in a time efficient manner.

I have three key principles, one of which I would like to share with you today.

Key Principle 1 - To remove all forms of paper documentation i.e. CV or application form from the initial shortlisting phase of the recruitment process.

Principally, the main aim at this stage of the recruitment process is to avoid traditional pressure placed upon the candidate to prove their worthiness within 8 seconds. Instead lets encourage them to prove their compatibility by providing an opportunity to complete an online assessment similar to like a 1st stage interview.

The key objectives of the questions should be crafted in a way that not only provides essential information to the nature and scope of the role, but also particular emphasis on providing essential information to the culture, values, working practices and corporate goals if successful will have to integrate into.

I simply don’t see the point in creating a shortlist of ill informed candidates that may fit the skills and education criteria but incompatible in terms of culture and values. The cliché of “you can teach skills but not values” will produce some nodding heads I‘m sure.

Dare I suggest hiring someone who lacks the practical experience but shares the right mindset eliminates the scenario of the right skills, right experience, right education but way off in terms of values and team compatibility.

Candidates with a compatible attitude and work ethic far outweigh the inconvenience of skills training.

Next Step

I encourage you to explore and discover the Nuts and Bolts It approach and start a conversation with us about providing a real alternative to the CV approach.

My next blog within my Heart behind the logo series is the 2nd principle named "Review results systematically without the reliance on personal details, job titles, key responsibilities and dates of employment."