Job seekers know how difficult it is to know, in fact, about the position they will occupy. The reality only appears when the person is hired. For employers, the selection process is also difficult. After all, how to measure what the candidate is just by a sheet of paper?
But the technology is there to innovate and change the way things are being done. In fact, this is already a trend adopted by the Human Resources (HR) areas of large companies.
How do you usually hire your employees?
The answer to this question varies a lot depending on the profile of the company. There are organizations where the owners do the interviews themselves, mainly in small businesses. In others, however, it is common to have a specific department to handle the matter.
The problem is that an exclusive area to take care of this is expensive, especially if the company is small. This is where many entrepreneurs and directors prefer to opt for technology. Believe me, it brings satisfactory results.
Digital platforms are the main examples of this revolution in the selection process. They set up a pool of professional talents. By means of an algorithm, they connect vacancies with the candidates that best suit the business profile.
The Match of the hiring process
You must have heard of Tinder, haven’t you? The relationship app connects people who have a mutual interest. When that happens, it says it is a “match”. Similarly, employment platforms allow recruiters to evaluate candidates’ resumes. These resumes will reach the employer based on common interests.
Unlike what has been happening for some time, since the internet became part of our lives, the difference is the way we communicate. If before it was the well written curriculum that drew the attention of recruiters, the novelty now is the video curriculum.
The candidates sign up on the platform, make a short video and present their main characteristics and skills. They can find available positions and apply. The job of the platforms, therefore, is to select, based on artificial intelligence, the candidates who have the speech that best fits the profile of the company.
Benefits of video recruitment technology
For the business owner or entrepreneur, the strategy reduces costs and selects for the recruiter only the profiles that are in fact in accordance with the requirements presented by the vacancy. In addition, the video is the opportunity that the recruiter has to understand the most objective profiles and with better resourcefulness.
Another positive aspect of this technology is that it eliminates information that can cause the recruiter to act biased. The employer does not know the candidate’s age, where he/she was born, whether he/she has children or not, or any other personal information not relevant to the selection process.
Let’s learn about other benefits that technology brings to the selection of candidates:
- More agility: a conventional selection process takes up to 45 days and is hardly completed before 20 days. With technology, the estimate is that this time will be reduced by up to 85%.
- Improvement of communication: the wrong communication can lead to the hiring of professional profiles that do not fit the ideals of the company, which increases the probability of employee turnover. By the way, turnover rates have been high.
- Dynamic selection process: in this case, the recruiter has no responsibility to worry about specific personality tests, as online platforms are able to select the ideal profiles.
And you, what have you been doing to make your company’s virtual selection process more dynamic? Would you like to know more? Visit our platform and try one of the plans we offer for organizations.
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