Breaking Down Hidden Barriers in Your Hiring Process

Are you inadvertently screening out top talent before they even get a chance to shine? We'll reveal the hidden barriers in your hiring process that might be standing between you and your next star employee. Max and Mike, your hosts, dive into the often frustrating world of job applications, shining a light on the maze of hoops applicants are required to jump through. We discuss the impact of automating screening processes and highlight the unseen bias towards traditional resume formats that could be excluding a wealth of potential talent.

We also challenge the norms and introduce you to new tools and technologies that can empower candidates to express themselves beyond the confines of a text-based resume. Listen as we explore the transformative power of audio applications, allowing candidates to communicate their emotions, mannerisms, and skills in a far richer and more insightful manner. This episode will make you reassess the way you view your hiring process and equip you with the knowledge to optimize it for the better. Are you ready to attract, select, and retain the best talent? Tune in and join the hiring revolution!

We love to hear your hiring experience, whether you're a hiring manager with 100s of hires, about to make your first hire, or an applicant that has a story to tell. Share your stories with Max & Mike at hiringexperiencepod@gmail.com

This podcast and the matters discussed herein are for informational purposes only and should not to be construed as advice for a particular company or person. This podcast is not intended to be a substitute for professional or legal advice.

Transcript

Speaker 1: 0:03

This is the Hiring Experience the podcast that helps you break down the art and science of hiring. Hosted by Max and Mike friends, founders and creators of rapid hiring, on a mission to bring an end to the resume, bringing you tactical advice to help you attract, select and retain the best talent. This podcast and the matters discussed herein are for informational purposes only and should not be construed as advice for a particular company or person. This podcast is not intended to be a substitute for professional or legal advice.

Max: 0:37

Okay.

Max: 0:38

So we often evaluate companies hiring processes that are in whatever current state they're at, in that they're either looking at new processes or just have reached out to us, in that they'd like a overview of what they think they might be doing right or wrong, sometimes just getting that second opinion from an outside party that is not involved in their day-to-day hiring operations.

Max: 1:09

And the most common thing we come across from the start is that we all go through their hiring process just one step at a time, and the amount of barriers and blockers that we run into in a company's hiring processes from as simple as actually finding the applications or the job listings on their career site or working their way through to clicking on those applications and, before you even start the application now having to go back, create accounts and input all of your information to then go through the application itself and then do all of that again.

Max: 2:02

And so we want to address some of these barriers to application that just become inherent in your system based on, sometimes, the tools you chose, the inherent bias towards the resume and its formats, the component of that we don't plan our hiring process from end to end, in that we've now selected a tool, maybe for an ATS, but that ATS doesn't talk very well to our website, and so addressing these various barriers that you have in your process is a very good part, and good place to start with when you're having trouble identifying and finding quality applicants faster than us.

Mike: 2:52

So the digital resumes was an article by ABC that is titled digital visual resumes help people with communication issues make compelling job applications.

Mike: 3:04

So what this essentially talks about is how different things within resume applications are having people be kind of filtered out of the process. So this touches on what Max is speaking about with your barriers. So when, like a lot of the time, there's you know, tools that will just disqualify your resume if you have a spelling error or disqualify your application with a spelling error, and although we think that there's better methods of job applications than resumes, the reality is that a lot of companies are still on the resume process. So we'll analyze that. When you're disqualifying people with you know simple things like spelling errors or simple things like you know, not allowing them to show their potential through avenues that might not be the best suited to how they present themselves, you're losing out on a lot of compelling candidates is another portion of an article where it goes on to describe how firms are losing a majority of their applicants because 58% of all resumes contain errors. So when your company has an initial resume screening software that automatically eliminates resumes containing errors, you're missing out on 58% of your candidates.

Max: 4:23

That is something that we often don't see right. If you're on the other side of that software, you'll see Error submissions. Sometimes some software doesn't tell you at all until you're not Even aware can. You could be kept in the dark of all the applicants that you're not receiving, based on credentials and criteria that are not relevant to actually screening for the role, and so we want to, as Mike said, be very confident of these facts, using some new tools and technologies that people have gone to the chat and SMS interface, which works for some but is still very textually based and can Be overly drawn out in the process, and so where we find a lot of value for people is the are able to express their Thoughts in an audio format. We try to stay away from video in most things, like sometimes it is helpful for certain roles, but Add the onset. The audio ability allows people to be able to describe things in their own words.

Mike: 5:38

That allows them to convey emotion and convey different mannerisms and things of that nature. Rather than. You know, a lot of time If I have a phone call with somebody versus sending them a text, I can send or say the exact same message and it'll be interpreted in a much different Way, right? So when we look at you know, if somebody say with dyslexia, submit a resume application, there's an associated difficulty in spelling and identifying words with that. If you were looking strictly at that, you would have eliminated Bill Gates, richard Branson, steven Spielberg and Steve Jobs from your applications.

Max: 6:16

Right, and obviously those are the extreme examples of anything you could eliminate. But it's very relevant to keep in mind that, like, are we screening things out and screening applicants out based on the role itself or all of this other stuff that we are just not Taking part of and and being aware of, so that we can maximize the quality of our applicant pool and also just the quantity of our applicant pool, because you want to have both to really be able to hire fast? Obviously, we talk about you don't want to wait for the 200th applicant just to hire somebody but at the same time, widening that a total availability of people is the best thing you can do for your hiring process, because you will find applicants in places that you had yet to discover.

Speaker 1: 7:39

And that's with us at hiringexperiencepod at gmailcom.