¿Cómo puedes hacer que tu proceso de selección de currículums sea más objetivo para todos los candidatos?

I am really not convinced about using standardized formats. I believe we should let the candidates express what they are and what they want to project freely. It's up to us, Talent Acquisition professionals, to establish processes funneling any type of resume into objective assessment. By obliging a candidate to follow a standardized format I believe we are outsourcing to the candidate a responsibility we have as an employer.

Define Clear Criteria: Clearly outline job-relevant skills and qualifications. Standardize the Process: Establish a consistent screening method for all candidates. Use Technology: Leverage ATS and tools for automated, objective screening. Focus on Job-Related Factors: Concentrate on factors directly related to the job, such as skills, experience, and qualifications. Avoid making assumptions based on characteristics that are not relevant to the role. Collect Feedback and Keep Learning

Establish Clear and Consistent Criteria: Clearly define the essential and desirable skills, qualifications, and experience required for the position. Use these criteria consistently across all resumes, avoiding subjective judgments or personal preferences. Utilize Standardized Resume Formats: Request candidates to submit resumes in a standardized format, such as a specific template or a structured resume format. This helps maintain consistency and facilitates easier comparison of resumes. Employ Blind Screening: Consider implementing blind screening, where reviewers evaluate resumes without identifying personal information like names, schools, or locations

In today's economic rollercoaster, it has been a client-driven market in the IT sector. This means that every job is allocated for a specific reason (budget dollars, etc). Thus, the resume must reflect those key details up front and in-depth. I recommend having at least 3-5 bullet points under each job and making sure the last 24 months are relevant to the job activities/skills.

It's important to understand the job itself and what the client/hiring manager is looking for. Being clear/transparent about setting proper expectations upfront lays the foundation for the screening process. Have a detailed checklist ready for every screen and really understand the candidate's current situation. Look for "red flags" and ask clarifying questions to learn more. At the end of the call go back through the key topics and "red flags" and justify if the resume/candidate is qualified. This will lead to fantastic relationships and better placements with your clients! 🏆

Distinguish what are the negotiable and non-negotiable skills that we are hiring for. Planning and forcasting in the hiring process help reduce further conflicts with hiring managers. For example - collaberation skills for an individual contributor is not mandatory and can be negotiable.

You would think that knowing what you're looking for would be a given, but I've seen many times when the recruiter and hiring manager didn't have a conversation before beginning the search. It's important to review the job description to make sure it's current and accurate. Talk to the hiring manager to make sure that you have a clear understanding of the role and what they're looking for. That saves a lot of time and prevents you from doing work that is wasted.

Focus on the depth of the experience when hiring. Things like pedigree, schools, candidate location, salary, etc. can create a bias against relevant skills and experience. To attain objectivity: Focus should be on the dexterity of the skills, involvement in the project and scope of their work. To tap into real talent and potential: we must rise above branding and its biases. Lets make this a process of selection and not a process of rejection.

With the skills antology evolving and AI tremendously helping the complex interconnections between skills easy to navigate and make sense off. The best approach would be to base recruitments on skills . This will make the entire process straightforward and transparent.

How about an AI kiosk? You feed your resume as hard copy or send it via blue tooth and it evaluates you based on pre set criteria with an objective rating system and a leaders board. A huge visual board shows the latest count and leaders with objective reasons for scores and shortlisting

Having consistent job briefs with the Hiring Manager is the key to immediate and accurate closures. One of the best ways to understand the pulse of shortlisting is to review profiles with Hiring Manager. You'll get an immediate feedback on what may or may not be a red flag.

Resume screening and talent acquisition is an iterative process. New technologies, approaches, and tools spring up constantly, so it's important to continue to learn and adjust as you go. I recently added an AI recruiter screen in my process so that I could include more talent in the initial pool and filter down using the questions and answers provided by the AI recruiter. Not only did the process delight the candidates, but it was also extremely helpful data. As Arsh Bhatia mentioned, if you approach resume screening with a spirit of inclusion, learning new ways to achieve that at scale is transformational.

In my opinion two main things are mandatory: - training the Talent Acquisition teams to understand all kind of biases, how they affect perceptions and how to minimize their impact - following a 100% standardized process embedding mechanisms ensuring objectivity. I am not convinced that obliging candidates to a standardized resume will help. I believe that the process is the gatekeeper of the objectivity of the process, not the candidate.

Before every call, I take a moment to remind myself to create the best candidate experience that I can. It's important to prepare upfront by asking for the candidate's updated resume and truly understand their career journey. Start the call/screen by laying out a process for the call and have the candidate walk you through their resume. This will give you key intel on how the candidate speaks and if there are any gaps in their resume. Really dig deep to understand all moves in their career. This will paint the picture for the client and will help you rank the candidate's resume to pick the best candidates to move forward! 💯⭐