AI HR Tech for Recruitment & Selection — 50% Grant from EnterpriseSG
THE PROBLEM — Selection and Recruitment is a nightmare.
Organisations have a myriad series of intricate problems that need to be solved or opportunities that need to be capitalised upon by talent with the right character, right competencies and hopefully with the right capacity to grow as the organisation’s needs grow. Unfortunately most job applicants don’t fit the bill from the organisation’s perspective, but yet the problems and the opportunities still exist and jobs need to be filled. So organisations using yesterday’s technologies make compromises that come back to haunt them later.
To make matters worse the processes most companies employ towards staff recruitment and selection is simply not conducive towards identifying the right candidate for the right job, at the right time. This leads to an endless amount of time wasted by the human resources department that is not accounted for on any profit and loss statement or balance sheet, but has a direct impact on top and bottom lines in more ways than we can imagine. If we say people are an organisation’s best asset, then the wrong people have to be an organisation’s worst liability.
Also, the cost of hiring the wrong candidate is often greater than hiring no one at all, as you got to start all over again when the wrong candidate has to go “bye-bye” leading to time wasted and the pain of retraining.
RE-EXAMINE YOUR HIRING PROCESS
Think about the way most organisations (and most likely yours too) are inviting candidates to apply for jobs. 75% are still placing email addresses on job portals and inviting potential candidates to send in their resumes via emails when applying for jobs. This includes the job portals sending you resumes via email. If not that, the job portals are asking candidates to fill in their details on some sort of a generic form and then circulating those details to every potential employer possible. Many employers are wising up and getting upset at this practice, as the circulating of details creates unnecessary price competition for you the prospective employer. It seems the objectives of the job sites and you the advertiser seeking quality candidates don’t always match up.
To compound matters, most organisations in the absence of sophisticated AI HR Tech do what they know towards resolving these systemic shortcomings. What do they do? They put internal staff (as well as external head hunters) to the task. This manpower allocation, be it internal or external, while it has been going on forever, is not cost smart. It’s an inefficient allocation of resources.
ARE YOU SAVING OR WASTING MONEY BY NOT USING THE RIGHT HR TECH?
Organisations think they are saving money by not appropriating what they consider to be “expensive” technology (and many bosses covertly don’t want to give their HR departments the budgets they need to help solve the organisation’s attraction, empowerment and growth issues, thinking that the price they are paying for people should be sufficient to solve them), but in truth they have failed to calculate how much time, money and energy they are wasting by attempting to do things in their archaic manual way.
Think about it. Even if your organisation is operating in a 3rd world nation, where the cost of labour is cheap, getting humans to do some things makes no sense, especially when technology does it so much better, faster as well as cheaper. History has shown, only smart executives and organisations tend to assess opportunities and costs accurately in the face of what the present and future demand. If you add up the inefficiencies organisations have to deal with when they forego the use of the latest innovations in HR Tech, you’ll find their behaviour to be counter productive and quite ludicrous.
FOR YOUR ORGANISATION TO FUNCTION TO ITS POTENTIAL, YOU NEED TO MAKE THE RIGHT HIRE 7/10 TIMES; NOT THE 3/10 TIMES YOUR ORGANISATION IS PROBABLY AT TODAY.
Having job applicants send you their resumes via email (as per the image below), is a sure fire way to ensure you will make the wrong hire 7/10 times.
It would not be hyperbole to suggest that if your organisation’s HR department is still receiving resumes via email, you might want to immediately consider hiring a new Recruitment Manager who is more progressive in their thoughts and actions. Minds that are stuck in yesterday’s world cannot take advantage of tomorrow’s opportunities, today.
FACE THE TRUTH: RESUMES ARE HOW CANDIDATES MARKET THEMSELVES TO YOU. IT’S NOT HOW FORWARD THINKING ORGANISATIONS RECRUIT & SELECT.
RESUME FRAUD COSTS EMPLOYERS APPROXIMATELY USD 600 BILLION PER ANNUM.
The problem with shortlisting candidates by resumes, as any savvy recruiter will tell you, is that candidates are attempting to market themselves to you and often keep information that you are seeking as part of your hiring process away from you.
How many times have you not realised you’re looking at a resume where:
a) The candidate has trumped up their resume by embellishing skill sets (57%), responsibilities (55%), dates of employment (42%), job titles (34%), academic degree (33%), companies worked for (26%) and accolades/awards (18%) and said things that are quite simply untrue, that lead you down the wrong path as to their competencies and suitability?
b) The candidate has convinced you they are in a certain country and state when they are really in another, in the hope to get a job from you and then applying for the necessary permits, which they may not get, causing you to waste time and effort pursuing them?
c) Relevant information that you need such as salary expectation as well as previous salaries are completely missing, leading you to invite candidates and conduct an hour long interview only to realise at the end, that the salary expectations don’t match up?
d) Information has been presented in such an artful way to fudge the truth and it is completely impossible for you to make a decision as to if this is the right or indeed wrong candidate for you?
e) You have been subconsciously (or consciously) upfront biased by the look and feel of the resume, the person’s name, looks, race, colour, ancestry, religion, national origin, gender, age, citizenship, marital status and/or disability, leading you to miss out on the best candidate, as well as undermining the need for organisational diversity?
As a result, HR professionals now have have to spend 40–50% more time playing a cat and mouse game with candidates to establish fact from fiction.
The other problem with the above is that people who start of lying at the start of the relationship, continue on lying. You soon discover that they don’t truly have the right character ethic and ability to do the job that you are paying them to do. You suffer a loss of productivity and have to end up firing the person. If not that, the staff on their own when they start to fail or regularly come up short, decides to quit on you. To make matters worse they are also virtually 100% likely to makes excuses and finds fault with you, the organisation and colleagues instead of owing up to their role in the matter. And after all this disruption and pain, you are still left with the need to hire and retrain a replacement, at short notice and deal with the time and money lost.
Add bias to the problems of resume fraud and we’re probably looking at USD 1 Trillion annually wasted in not being able to hire the best candidate possible.
THE RESUMES ARE SCATTERED ACROSS INBOXES
The other obvious problem with resumes sent to emails is that the information over time is scattered all over your in-box, and it’s wildly time consuming for you to keep referencing one document at a time, leading to an endless amount of toing and froing to make sense of things. If not that, you do not have total recall on what you’ve read in each resume, and will inadvertently gets the facts muddled up. Finally out of sheer fatigue you won’t end up making the best decisions you potentially could. Unless of course, the process was organised differently.
APPLICANT TRACKING SYSTEMS (ATS) DON’T SOLVE YOUR RECRUITMENT & SELECTION PROBLEMS EITHER.
Applicant tracking systems are often good administration tools once you have already determined who you want to hire. They are usually terrible in actually determine who you should hire.
THE SOLUTION — CusJo’s AI enhanced HR Tech for Recruitment & Selection.
WELCOME TO THE SMARTER WAY TO HIRE THE RIGHT CANDIDATE AT THE RIGHT TIME, FOR THE RIGHT JOB AND GET STAFF ON DEMAND TOO.
We at CusJo have worked extensively with people just like you, in organisations just like yours. As a result we have made things so simple, efficient and easy that you don’t need to increase your headcount or learn how to use a complicated new system to end your recruitment and selection woes instantly. As a matter of fact, we guarantee that we’ll reduce the workload for your existing staff by more than 80%, have you up and running within 1 hour and at less than a cup of coffee a day.
HOW DO WE DO IT?
1. We’ll help you create a domain for your organisation on CusJo.com. e.g. ACME-HR.CusJo.com and give you 3 log ins for the key people in your organisation to access your data.
2. We’ll launch your Job Application Analytics template, and give you the option to Build, Theme, Preview and Publish your Job Applicant methodology to ensure you are asking the right questions of your candidate that match your job, cultural and salary fit, while giving them the option to still upload their cover letter, resumes and other relevant documents as an afterthought. Our AI technology will read through their payslips, cover letters, resumes and other relevant documents and make sense of them so you do not need to. Here is a sample template so you get a sense of what the applicant fills in. Please note that this is customisable according to your specific needs. e.g. https://acme-hr.cusjo.com/jobs
Template Preview
Build & Customise Your Methodology To Match Your Job, Culture and Salary Fit
Theme Your Job Application Analytics To Your Brand Guidelines
Preview Your Job Application Analytics
Build Your Organisation Hierarchy From Countries to States To Cities
Choose Your Vanity URLs
Publish Your QR Codes, URLs, Embed Codes and Publish Directly To Social Media Too
3. Once you have set up your system all you need to do is post your QR Codes and URLs across all your job sites, social media platforms and even embed into your website, mobile applications, chatbots and so on. This way you will funnel all your job applicants from all sources onto your CusJo domain.
Put your QR Codes and URLs on your website as well as on all job sites.
4. As soon as your job applicants fill in their details you will in real-time be able to access the AI enhanced quantitative and qualitative analytics with filtering capabilities. All you need to do next is to set your job, salary and cultural criteria to zoom in on the perfect candidates for you to invite in for an interview. This can be done within seconds, again and again and again to ensure you are shortlisting them on your terms and not being the victim of the candidate marketing themselves to you.
THE RESULTS YOU’LL ENJOY — ACCORDING TO OUR CUSTOMERS
IN CONCLUSION, YOUR ROI IS ASSURED, EVEN IF YOU ONLY HIRE 1 PERSON A YEAR. AND WITH A 50% HR TECH GRANT FOR SINGAPORE SMES — IT’S EVEN GREAT VALUE!
It’s super easy to get your HR Tech Recruitment & Selection platform up and running.
And at SGD 6/- a day as a starting point, for a 12 months license, that will improve your productivity by upwards of 700%, it is quite frankly a steal. To put that in material cost saving terms, that is less than SGD 185/- a month and a fraction of the price you will pay a temporary staff or even an intern on a monthly basis, to handle recruitment and selection for you. Except at this price you will be getting a technology that puts you on par with the world’s most savvy organisations, who know a thing or two about hiring the best people possible.
READY TO START HIRING IN A SMARTER WAY, WHILE SAVING YOURSELF A TON OF TIME, MONEY AND HEARTACHE?
Email us at HRTech@CusJo.com or contact us at +65 6244 2441 to get started now.
ALSO TALK TO US ABOUT OUR OTHER 19 HR TECH SOLUTIONS ACROSS YOUR TALENT JOURNEY TO HELP YOU ATTACT, EMPOWER AND GROW THE RIGHT TALENT.
References:
Forbes — Resume Lies Work.
Business Insider — 75% of women lie about money.
FT — Who lies more to get ahead.
Statistic Brain — Resume Falsification.
CareerBuilder — 58 percent of employers have caught a lie.
CusJo Research
