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“Resumes are a waste of paper.”
“How much can you tell about someone from a resume?”
We need to hire real people with real skills and real character to add value to our companies. We need to hire the best talent.
So how do you recruit and screen for the best talent and do it 4x faster than reviewing resumes and reduce risk of making a ‘bad hire’ which can cost thousands?
Imagine receiving over 100 applications for 1 open role. It may be a good problem to have, but it is overwhelming and very time consuming for recruiting teams and managers. If 1 recruiter spends 15 minutes per resume, that’s 1500 minutes which adds up to 25 hours before you have had 1 interview.If you chose to interview 30% of those applicants (30 people) and each applicant had 2 interviews, managers and leaders would need to spend an additional 60 hours. So essentially, your senior leaders and managers, who are usually busy and ‘time poor,’ would have spent nearly 100 hours on recruiting and interviewing. That’s a lot of time that could have been better utilized.
What if you didn’t review a single resume and created an upfront ‘screen out’ process to weed out the potentially ‘bad hires’? What if you could assess the most critical characteristics of a ‘great hire’ before you even get to the functional competencies?
It’s possible… and you can do it 4x faster and save thousands per candidate.
Recruiting on Gnowbe empowers potential candidates to bring their resumes to life in an interactive digital format which gives you, the recruiter and hiring manager, the ability to assess key characteristics before you decide to interview. It’s time to stop wasting time interviewing candidates who are not that passionate about your company, have poor communication skills, and don’t really have the willingness to learn and try new things.
And best of all, you can do it 4x faster and in a much more enjoyable and human way.
How are you hiring the best talent? Please share your stories with us.
[Note: Some companies pre-populate the questions and ask candidates to upload photos/videos of themselves and answer questions in a more interactive way. This approach reduces pressure for candidates to design from scratch but may not allow you to see how each candidate approaches the challenge. The ultimate approach should be tailored to the roles you are hiring for and the level of competitiveness for the role.]
