As small to medium businesses fight to survive the economic impact of COVID-19, a quarter of firms have reinvented themselves online. “We’ve seen more digital adoption in three months than we have in five years,” Telstra CEO Andrew Penn states.
This unfolds not without its challenges. And this much is true when it comes to the way these companies digitise their hiring processes. One of the biggest challenges hiring managers and talent acquisition teams are faced with is adopting and sustaining a humanised hiring process online.
After all, humans evolved from tribes, so meaningful human contact remains at the core of our emotional and psychological well-being.
Traditional paper resumes arguably get in the way of building human connections. For most, they are a very static presentation of who a candidate is, whereas employers want to see a snapshot of an actual human being.
Penny Queller, SVP and GM of Monster’s staffing business unit stated “Resumes are a point in time and not reflective of the human. There’s nothing on a resume that demonstrates the individual’s aspirational self. It’s a primitive artifact in some regards.”
When I delve into my hiring experiences, my thoughts are very much on par with Penny Queller. After much consideration, I concluded with the idea that resumes are a place to store data.
So the question arises: how do you replace a resume, and what do you replace it with?
Thinking about that, when I’m acquiring someone for an entry-level or graduate role, I have a set of questions in mind. Having those questions answered tell me much more about the candidate and whether they are well suited to the position and company more than I will ever get from reading a resume.
This is something the Pulse Talent team have been working tirelessly hard on achieving; an easy, humanised and better-matched candidate and employer experience.
Just you wait for the big announcements coming!