Gaming The Recuitment Platforms

For when you no longer want to waste your time on interviews with applicants who fooled your Resume Robot.

Why Shouldnt Applicants Optimise Their Chances

‘Fool me once, shame on you – fool me twice, shame on me’.  There is the school of thought which takes responsibility for allowing themselves to be fooled, once they are aware of the method.  Frankly much of the UK’s business and tax law relies on the fact that to avoid the regulations is actively encouraged, whereas evading or braking the law is punishable.   So why wouldn’t applicants push the envelope when given the opportunity, and whose fault is it when they do.

Relying on a CV for the first cut (reducing the applicants to the 6 interviewees) may not be the smartest move, after all the format is over 500 years old and there are many free tools on the web designed to optimise the applicant’s CV in fooling the Resume Robots.  So it is pointless to blame applicants for using the best resources available to get to the top of the pile.

Soft or Hard Skills More Common

Furthermore most recruiters agree that there are more applicants with the right skill set than they are with the right personality to make the placement successful, and there is nothing about the CV which helps the recruiter to understand the personality.  People quit their jobs because they don’t like the atmosphere, and not because they cant do the job!  Employee retention is fundamental.

So if you are able to deploy psychometric/personality testing (which can be messy and expensive) there are practise sites, again on the web, which can be used to optimise applicant’s scores.  Again it is pointless to blame applicants for taking advantage of the facilities.

Has Technology Made Recruitment Better or Worse?

Recruitment has been bombarded with AI designed to make the recruiters life easier or more effective.  But has it helped?.  

  • Jobs boards do widen and deepen the pool from which applicants become available – but is too much choice any better than too little choice, and with 200+ applicants / vacancy there is too much choice.
  • Video interviewing does cut down on recruiters time, but it doesn’t cut Time To Fill as people can now be interviewed by technology and this tends to increase the number of interviews conducted.
  • AI is deployed in everything from analysing chat to background checking, but does it really improve results or just add complexity.

What you want is extremely simple, the best candidates to be identified for interview in the shortest possible time at a low cost.   There is 1 tool that can deliver – the TR Recruiter.

Your Solution- TR Recruiter

What you want is extremely simple, the best candidates to be identified for interview in the shortest possible time at a low cost.   There is 1 tool that can deliver – the TR Recruiter.  To find out more follow this link. 

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