The face-to-face, one-on-one interview is one of the oldest methods of determining whether a candidate is suitably qualified for a particular job vacancy in the business world. However, some research has shown that for making a successful hiring decision, interviews don’t really fare much better than random selection in predicting whether an employee will truly add value to an enterprise.
Cognitive tests have been proven to be the most effective. While job seekers looking for entry-level positions may be used to taking some form of tests, an M.B.A. or a J.D. degree holder is likely to be insulted when asked to take a routine cognitive test.
CHROs looking for a more efficient method of finding talent need to consider using contextual technology to improvize this process significantly. HR teams receive hundreds of applications in response to job postings. This makes the task of combing through a potential talent pool extremely time consuming. HR workers grow tired due to the unavoidable cumbersome effort causing them to take shortcuts in selecting candidates, overlooking apt talent.
Researchers at the University of Wisconsin-La Crosse performed a study which showed that employers do consider race and ethnicity into account while shortlisting applicants for interviews. The researchers sent fake resumes to different employers. Some resumes had names associated in American culture with African Americans, some had names associated with White Americans. The qualification details were kept consistently same. Resumes with the African American names were 16% less likely to be called in for interviews.
Such results are disappointing to highly skilled ethnic minorities looking for employment. This should also be of concern to employers looking to maintain and increase diversity in their workplaces. Evidence of bias is a red flag for diversity officers, attorneys or investigators while auditing a company’s hiring practices.
Contextual technology sifts through thousands of resumes in a short span of time picking out the best available talent regardless of ethnicity, race or gender. This is a boon to CHROs worldwide. Other advantages include -
Removes bias from the hiring equation
Matches resumes to job descriptions and vice versa quickly and accurately
Helps create a rich talent pool of qualified resumes for on-demand hiring
Saves time and costs involved in recruiting
Spire Acqura uses algorithm-based contextual technology. It can process thousands of resumes from multiple sources and of multiple formats (doc, text, pdfs, video, audio) in a matter of few hours. The search capability is 95% accurate, the highest possible in machine computing. Rather than simply parsing relevant keywords, contextual searches give results that are relevant to the unique ‘context’ of your business and computation of in-depth skills proficiency of candidates. The pin-pointed resumes are significantly more useful and the related analytics give realistic insights for decision makers.
Most important of all, Spire Acqura is designed to easily integrate and work in a complementary manner with any pre-existing ATS/HRIS/HCM system. It could also be used as a standalone application and trusted completely beyond a doubt to ramp up the talent acquisition process and make the life of recruiters easy and efficient.