Blog Swap Week 3: Mike Taylor on “How Interactive Is Your Recruitment Process?”

EXCELER8ion is participating in a “BlogSwap” with some of the best recruiting community Bloggers. Here is a terrific guest post from Mike Taylor of the Online Recruitment Marketing Blog:

I went to an e-recruitment seminar recently where there were presentations from companies who had really embraced online recruitment.

In fact one of the companies in the retail sector had such a good process that the first time there was any “human intervention” was when the candidate turned up for the interview at their local retail store!

Prior to the candidate appearing for interview they had applied through the company web site and taken an assessment test online as part of the process. The recruitment system then confirmed that they had passed the online assessment and then offered the candidate a choice of interview dates to choose from.

The interview was then put in the Recruiter’s diary and a copy of the candidates resume was then emailed to the Recruiter. As the candidate had a successful interview they were offered the job and as they were not currently working they started the next day.

Quite a change to when I was first got involved in recruitment!

Having placed an advert in the local press I waited for two weeks for the responses to come in via the external mail before photocopying the applications and putting them in the internal mail (where they typically go lost!) before hearing back from the line managers (at least a week later) on who they wanted to invite in for interview. Of course by then the candidate had got fed up waiting and was no longer available!

It is interesting that despite the many advantages that online recruitment offers there are still many companies operating in the second scenario. Be honest, how interactive is your recruitment process?

About the Blogger

Written by Mike Taylor who has experience of working in HR as a Corporate Recruiter and experience of working as an Independent Consultant helping companies with their online recruitment strategies (www.Web-Based-Recruitment.com). Mike is particularly interested in how emerging technologies can be used to help job seekers and recruiters online.