Overcoming the Downside of Online Personnel Sourcing

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Staffing Expert Bruce Culver Suggests New Strategy for Qualifying Job Candidates

The Internet has brought about such changes as online employment listings, resulting in an onslaught of resumes that staffing/recruitment firms and companies continue to qualify, match and rank candidates with same tools from before the Internet. Since job candidates expect an Internet speed response, recruiting/staffing firms and departments may be missing the best candidates. Standardization of the way they create job descriptions and accept resumes may solve many of their problems, according to Bruce Culver, a 20-year veteran of the staffing and recruitment software industry.

“Just this past year,” says Culver, “a recruiter for a large engineering firm identified an almost perfect candidate with a 96% profile match for a hard to fill position. He did not respond to that candidate for 48 hours. During that time a competitor hired the candidate. Today, the best candidates are responding to job opportunities at internet speeds and are only available for a short period of time. Recruitment departments must modify their processes to respond at internet speeds if they expect to capture the best candidates.”

Typically, a job candidate creates a resume that lists former employers, dates of employment and a brief summary of responsibilities. Sometimes a resume includes a list of achievements or skill sets and depth of experience. Many a job seeker creates several resumes, each tuned for a different industry, company size or job. No two resumes include the same information in the same format using the same vocabulary. Since standards do not exist for the resume, accurately automating such processes as identification, matching and ranking processes is difficult.

Culver adds, “For an automated process to be accurate, it must remove ambiguity. It must not interpret or infer. It must start by using a common vocabulary and format for education, industry experience, skill set and depth of experience. Because this information forms the basis for who makes the short list, it must be accurate.

Whether the resume is in digital format or a scanned hard copy, staffing/recruiting managers and hiring managers have such filtering tools as word parsing, keyword search, phrase search and Boolean search software. Additionally, artificial intelligence (AI) software is available to interpret combinations of words and vocabulary. The problem with all of these software programs is that inconsistent syntax and types of information lead to inaccurate interpretation, missing information and ultimately a mismatch.

“The technology behind almost every automated system for qualifying job candidates is based on trying to understand or interpret the resume and does not rank candidates based on education, depth of industry experience and skill set,” says Culver. “Improving evaluation and ranking systems requires outside the box thinking. Instead of relying on freeform job descriptions and resumes, they must be re-architected to provide unambiguous information in a way that is still easily usable for both the recruiting/staffing and hiring manager, as well as the candidate.”

Culver continues, “To get Six Sigma levels of quality and matching efficiency, the traditional job description and resume must be set aside. Then job profiles can be created using templates for education, industry experience and skill sets using pull-down menus with standardized answers. Job candidates can be referred to an organization’s website, where a candidate profile can be filled out using similar education, industry experience and skill set templates. This can take as little as 8-10 minutes, depending on how complex the questions. Information missing from the resume is now irrelevant. Education, industry experience and skill set and depth of experience are profiled using the same terminology and vocabulary used to create the job profile. This creates a high level of standardization, eliminating uncertainty and misinterpretation.”

“Hiring high quality personnel is at the very heart of an organization’s success,” says Culver. “No matter how strong the demand for a company’s product or service, it’s the people – human assets – that have to deliver. A process that dramatically cuts time to hire is imperative for almost every company’s success.”

In 1986, Bruce Culver founded, founded On Assignment (NASDAQ ASGN), one of the most successful scientific and healthcare staffing businesses in the United States. In 1996, Culver founded Professional Staffing plc (NASDAQ PSTF, now privatized) , a leading scientific and telecommunications staffing business in the UK. In a leveraged buy-out in 2001, Culver founded IdealHire Technologies, Inc.

About IdealHire Technology, Inc.

IdealHire, Inc. developed patented PowerMatch™ talent acquisition and management software as a Web-based solution for Accurate Candidate Identification. PowerMatch™ is a strategic and competitive advantage, enabling huge cuts in recruitment process time, number of interviews per hire and costs. As a cost and time saving Software as a Service (SaaS), PowerMatch improves hiring process metrics with fast matching and ranking of job applicants to job requirements. PowerMatch transforms a corporate website into an intelligent profiling system for internal and external candidates and eliminates the time spent struggling through massive amounts of resumes to find qualified matches. Candidates can find out if they are being considered for a position quickly and easily. For more information, please visit http://www.IdealHire.com.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

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