Introduction

When you go out on a first date, you are making decisions about your future potential with your date from minute one. By the end of the first date you’ve probably decided if it’s worth going on a second date and investing more energy into a possible future. During the date there was conversation, a mutual exchange of information, a getting to know you period that helps form your opinion about the future. And in some cases, 2 minutes into the date you are waiting for the rescue call from your friend. Recruiting processes should be no different.

Recruiting is one-way communication today

Recruiting should be treated the same way. Right now, recruiting is more like a one-way conversation where all the company does is ask the candidate questions. For example, what job do you want, give me your personal information, fill out my application, take my tests, etc. And what does the applicant get in return – an automated email saying we got your information and someone will be in touch with you (and often times that is not true – the applicant never gets the call for the second date). And even if the applicant does get the call for the second date (next step in the hiring process) how many have you already lost because they didn’t get what they were looking for during the first date? How long do you think a relationship would last if that is what happened on a first date? The candidate would never go on a second date.

Make recruiting more like a date

So how do you make the recruiting and application process more like a date? How do you make it interactive, a mutual exchange of information, give both parties enough information to make a decision about whether to progress in the recruiting relationship, etc. Today there is no reason that a company shouldn’t shift their hiring practices to make sure recruiting is more like dating. Video-based job applications, and other techniques, exist which do exactly this. The company asks some information, the candidate provides an answer, and based on that answer gets information relevant to what they want, and information on why the company and the applicant are a good fit. And this can happen real time, so that in a five-minute interaction both parties get to decide whether they are excited about moving to the next step or never going on that second date.

With today’s millennial generation making up the vast majority of job candidates companies will have to change their processes to meet the needs of their candidates. And this new generation is much less willing to put up with the existing recruiting process. It’s not a matter of if companies will change, it’s a matter of when.

Change your processes

Today’s applicants have plenty of choices. There are more jobs than people, especially at the entry-level of an organization. Competition for good talent is fierce. Companies need to compete for both active and passive job seekers and need a process in place that lends itself to allowing passive job seekers to quickly and easily see if a second date is warranted. Without a friendly “first date” process in place to allow passive job seekers to quickly see if a second date is warranted your company will be choosing from among those not chosen by others. And for active job seekers the process should not be any different.

To find out more about video-based job applications visit www.videojobapplications.com or www.alignmark.com. And our previous blogs are an excellent source of ideas.