Did you find recruiting junior positions time consuming? Also, not sure about the final results?
Here is one useful tip I want to share with you, we use it quite often and is working for us.
Normally, when we are recruiting, we put up a Job posting on different job portals
Hundreds of candidates apply for the position
We filter out the resumes based on certain criteria, still we end up with 50/60 resumes
We need to go through them individually to shortlist a few for interview
Here is one trick we used
after we filter out the resumes based on certain criteria, we send a mail to all of them with one questionnaire
We ask the candidates simple questions and ask them to audio record their answers to these question and send the audio file
The questions, sometimes are not related to technical side. The questions could be
– Any past achievement/experience that made you very happy
– What are your strong points?
– What do you know about us?
– If you are selected, what are the things that will make you to stay with us for long duration?
– What are your expectations from an Organization?
– Anything else that you want to share?
– What are your hobbies?
So these are very personal questions.
What our observation so far is, out of say 60 candidates, only 5/6 candidates respond with an audio file
That itself is a major filter criteria
When the candidate has responded, that means, is really interested in joining us as some efforts are required to make the audio.
after that, when you listen to the audio file, you come to know the communication, personality, outlook towards life aspects of the candidate
So, even before conducting interview, we can make out about the candidate
Also, since there is a good amount of email communication that happens, we can judge how is the candidate – response time, mail mannerism etc.
Also, because of this communication, certain amount of relationship that gets built
So during the interview, one does not feel talking to a stranger and conversion ratio becomes high
We tried this approach for junior positions, however, with certain changes, this could be useful for senior level positions also
