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Are you a Luddite Recruiter? Here’s how to find out

by Joseph Murphy

In protest of labor-saving machines in the textile industry, Ned Ludd supposedly busted up a few knitting machines in the 1770s. Jump forward a hundred years to a group of self-described Luddites smashing machines during the Industrial Revolution.

In both cases, people were protesting and resisting the emergence of technology that made work more efficient, more precise, more effective.

Take the test to find out

When it comes to recruiting technology, are you an adopter or a Luddite Recruiter? To find out, answer Yes or No to indicate your agreement with each of the statements below.

  1. Candidates can apply with just a name and an email address.
  2. I establish minimum qualifications in discussion with the hiring manager.
  3. I rely on a keyword search to identify “good” resumes.
  4. I work with candidate data outside of my ATS/CRM.
  5. I place more value on referred candidates than those in my ATS/CRM.
  6. I administer assessments after candidates are interviewed.

How many times did you answer Yes? If it was three or more you may be a Luddite Recruiter.

What your answers mean about your approach to recruiting technology

Below are some insights into each statement and what your answers might say about how well you are making use of recruiting technology:

  1. Candidates can apply with just a name and email address.
    Making it very easy to apply makes your work more difficult. Objective, job-relevant application data can help differentiate candidates. Luddites would rather work harder.

  2. I establish minimum qualifications in discussion with the hiring manager.
    Hiring manager opinions may be inaccurate. Job analysis is an objective process for defining minimum qualifications, and it provides documentation to support your rationale. Luddites may value opinion over evidence.

  3. I rely on a keyword search to identify “good” resumes.
    Two people with similar qualifications may use different words to describe their experiences. Searching for keywords only identifies groups of people who chose the same words. Luddites value resume reading as a form of job security.

  4. I work with candidate data outside of my ATS/CRM.
    ATS/CRM technology can add consistency, fairness, and speed to comparing candidates. Using the ATS/CRM to analyze all of your candidate data allows you to optimize the investment in this technology and work faster and smarter. Luddites seek ways to retain old practices and glorify legacy skills.

  5. I place more value on referred candidates than those in my ATS/CRM.
    Referred candidates typically get hired more frequently than non-referred candidates. However, objective candidate evaluation makes it possible to see which kind of candidates are actually the best fit. Luddites often prefer the path of least resistance.

  6. I administer assessments after candidates are interviewed.
    Candidate data that can be scored and ranked will quickly and objectively identify whom to interview, reducing the interview-to-hire ratio and making your recruiting efforts more efficient from the outset. Luddites may confuse the number of tasks they perform with the quality of tasks performed.

Give candidates a better experience

According to the 2016 Candidate Experience Awards Survey and Research Report, 85 percent of Candidate Experience Award-winning companies are using assessment. These organizations have been recognized by their candidates as delivering a favorable experience and are using assessment with high standards and high expectations. No Luddite Recruiters there.

Candidates who are engaged in simulation-based assessment have the highest level of satisfaction with the opportunity to present their abilities. Simulation-based, multimethod candidate evaluation is being increasingly adopted by the segment of talent acquisition community that understands how big data, predictive analytics, and selection science are revolutionizing candidate engagement and evaluation.

The evidence is clear: candidates value an engaging assessment experience and organizations are ramping up their adoption. Luddites beware.

Mobile-first technology will continue to lead the way

Assessment as a form of objective candidate evaluation has been in place for over a century. However, the interactive, multimedia nature of the web has transformed what the assessment experience can be. The ubiquitous nature of mobile devices has put a high-fidelity assessment delivery tool—and extremely sophisticated measurement experience—into the palm of the candidate.

According to the Pew Research Center January 2017 Mobile Fact Sheet, 77 percent of American adults have a smartphone. And among 18 to 29 year olds, ownership is 92 percent.

Despite this level of market penetration, according to the 2016 Candidate Experience Awards and Research survey, only 12 percent of the 98,831 responding candidates completed their employment application with a mobile device. And of those who applied using a mobile device, about 75 percent of them completed a test or assessment on that device.

Applicant tracking systems have been scrambling to migrate to mobile platforms. And the status of that migration ranges from mobile-adaptive to mobile-first design.

Have you found a partner to implement a mobile-first design candidate evaluation? Or—honest, now—are you a Luddite Recruiter?

Leave your Luddite days behind

Shaker is a market leader in creating innovative, interactive, simulation-based mobile assessments. Contact us to make sure you're getting the most out of the latest recruiting technology.

Portions of this piece were originally published in Recruiting Daily.