Back in the days CV screening was done through staff, but because of scores of applications – both from unqualified and qualified candidates – recruiters have developed advanced systems for screening. Rather than the time-consuming human screening, programs have come into play to matching candidates with job profiles.
Rob Yeung in Job Hunting and Career Change shares what one recruiter said to another, “Most job searchers no longer read job descriptions. Job ads have become a lot like horoscopes: every applicant thinks a job description describes him or her perfectly. Or if there isn’t a fit at all, many job seekers reason that if they’re not right for this position, maybe there’s something else within the company that they’re good for. Armed with an Internet connection, a list of job boards, and a CV, a job searcher can crank out about 100 applications in less than four hours.”
Does this concern have anything; I mean anything to do with you?
So you see why so many applications might have failed. Of course, some could have failed because of labor intensive, error-plagued scanning. But failing to match yourself with the interests of employers will always be costly.
Or worse yet, it’ll be frustrating. Recruitment processes have incorporated technologies, so you’d be well-off if you adjust to keep abreast with the changes.
Rob Yeung further brings to light the fact that, updated technologies include Applicant tracking systems (ATS) and Applicant Management Systems (AMS). ATS are systems that manage a company’s job posting and its data collection (of CVs and applications) to efficiently match prospective candidates to appropriate job openings. AMS include features of ATS and more, such as automated online screening.
How the systems work
In the past, tracking systems were labor intensive, and the results were often eyesores and errors introduced through the optical scanning process. And managerial overload led to more problems such as overlooking of, mostly those applications that are difficult to decipher and therefore time-wasting.
But with today’s advancements, no longer do managers have to go through every detail of every CV. Rather through online screening (pre-employment screening) components, managers can reduce the number of CVs received by searching for certain specific requirements.
Unqualified CVs are automatically dismissed, while qualifiers end up in the interview. Improving both the staffing workflow and reduces the time taken to bring in a new member on board.
Components of online screening according to Rob Yeung (Ed)
The list is not an exhaustive one, but gives the feel of what the recruitment process has come to embrace.
Basic evaluation: The system automatically evaluates the match between a CV’s content and a job’s requirement and ranks the most qualified CVs at the top.
Skills and knowledge testing: The system uses tests that require applicants to prove their knowledge and skills in a specific area of expertise. Online skills and knowledge testing is especially prevalent in information technology jobs where dealing with given computer programs is basic to job performance. Like the old-time typing tests in an HR office, there’s nothing subjective about this type of quiz: You know the answers, or you don’t.
Personality assessment: The attempt to measure work-related personality traits to predict job success is one of the more controversial types of online testing. Dr Wendell Williams, a leading testing expert, says that personality tests expressly designed for hiring are in a totally different league than tests designed to measure things like communication style or personality type: ‘Job-related personality testing is highly job specific and tends to change with both task and job,’ he says. ‘If you are taking a generic personality test, a good rule is to either pick answers that fall in the middle of the scale or ones you think best fit the job description. This is not deception. Employers rarely conduct studies of personality test scores versus job performance and so, it really does not make much difference.’
Behavioral assessment: The system asks questions aimed at uncovering your past experience applying core competencies that the organization requires (such as fostering teamwork, managing change) and position specific competencies (such as persuasion for sales, attention to detail for accountants).
Managerial assessments: The system presents applicants with typical managerial scenarios and asks them to react. Proponents say that managerial assessments are effective for predicting performance on competencies, such as interpersonal skills, business acumen, and decision making. Dr Williams identifies the many forms these assessments can take:
In-tray exercises where the applicant is given an in-tray full of problems and told to solve them
Analysis case studies where the applicant is asked to read a problem and recommend a solution
Planning case studies where the applicant is asked to read about a problem and recommend a step-by-step solution
Interaction simulations where the applicant is asked to work out a problem with a skilled role player
Presentation exercises where the applicant is asked to prepare, deliver, and defend a presentation
Team assessments where the applicant is asked to work with other candidates to solve a problem or make a presentation.
Integrity tests: The system attempts to measure your honesty with a series of questions. You can probably spot the best answers without too much trouble.
Conclusion
You need to invest a great deal of time in job hunting. Today we have templates on the internet that can be used to guide us through our job hunt. So become serious with your job hunt and see if it won’t pay off. Complement these ideas with those we previously suggested for composing cover letters.