Why Traditional Recruitment is changing? 3 Thought Provoking Thoughts That will help you ensure Your recruitment strategy is ahead of the game.
Kate is a Principal Advisor (Head of Growth and Equality) with the Behavioural Insights Team and leads on BIT’s first technology platform, Applied. Kate’s work focuses on using behavioural science to improve productivity, combat inequality, and promote wellbeing. Kate has previously worked with the BIT on financial behaviour and international development. Kate joined BIT after finishing a Masters in Public Policy at the Harvard Kennedy School of Government (Frank Knox Scholar), where she specialised in behavioural economics and analytical methods. She has previously worked on education policy for UNESCO in Thailand and Myanmar, and spent a number of years in the Australian Treasury working on schools policy, and tax & pension reform. Kate also holds a Bachelor in Economic and Social Sciences (First Class Honours) from the University of Sydney.
Kate concluded that CVs do not predict future performance and often fail for the following reasons:-
They allow biases to creep in based on ethnic associations and minority groups being rejected, e.g., woman applying for roles in "male dominated" industries, names that have an ethnic connection.
They do not promote diversity in the workplace and nondiscrimination and hiring the best applicants.
Mediocre, below average candidates, can write great CVs.
To assess the strongest applicant in the field the only way to make an informed decision will be to use the comparable information available to judge each candidate equally on. The CV does not allow this.
Top performing employees could write a weak CV and have a below average interview.
The candidate may not be customising the CV for the particular role, i.e. Skills and competencies that are relevant for that the specific vacancy.
Kate Glazebrook concluded the primary approach should be changed to address these weaknesses and there 3 things hiring managers should do: -
Create anonymous applications, remove applicants’ names, foreign universities, and colleges if applicable. Remove all possible identifying elements that could allow for bias to creep in and get used against someone. Bias does not correlate with performance.
Group information that is comparable and uses this as a basis for assessment. Let the applicants perform a true test that counts, where their skillsets are examined, i.e., tests are centred on the "most important" criteria for this role.
Design questions that are relevant to the day to day job duties. Then assesses the strength of the applicants based on who had the best answers to the particular work related questions. This way all the candidates will be evaluated objectively.
Ensure that the applicants are subject to multiple reviews by the hiring team. Kate Glazebrook’s research shows the optimal size of an assessment team is three people.
EQ8 a boutique recruitment consultancy offers global recruitment services and uses these techniques for shortlisting and interviewing candidates before presenting candidate profiles and CVs to our clients for review. This discipline continually adds value to the hiring companies appreciation of working with EQ8 Recruit as a true strategic business partner. EQ8 Recruit is re-inventing recruitment solutions, offering new and innovative solutions and offerings and ensures the recruitment process is indeed in the 21st Century.
Photograph: Compliments TEDxGoodenoughCollege