VIDEO: Conquer Common Recruiting Challenges with Expert Strategies
In a recent LinkedIn post, I asked my connections to submit questions for me to answer, and one of my former colleagues, Pat, came up with a great question about recruitment challenges post covid. Pat asked how to handle resumes of candidates who haven't worked in two years due to remote work and layoffs, and whether to skip over them or discuss the gap in their employment. This question also touched on challenges in reviewing a large volume of resumes and ensuring compatibility with hybrid work.
How to handle applicants with gaps in their resumes
Let's first dive into the issue of gaps in resumes. When I hear someone express concern about resume gaps, I'm curious about what exactly is causing the worry. Pat mentioned concerns about the candidates' willingness to work onsite, which is valid. However, there might be underlying assumptions or fears as well, such as doubting their qualifications, professionalism, or whether their skills are up to date. It's essential to approach these concerns with caution and avoid making unfounded assumptions.
It's worth noting that recent studies indicate that around 70% of people have gaps in their resumes. This statistic highlights the prevalence of this situation and should prompt hiring managers to reconsider automatically dismissing candidates with resume gaps. Dismissing candidates based solely on resume gaps can be arbitrary and may unintentionally discriminate against certain groups, such as women who are statistically more likely to have resume gaps. Instead, I recommend focusing on evaluating candidates' skills and qualifications for the job. If they possess the required abilities and experience, there shouldn't be an issue with considering them for an interview.
How to review resumes effectively
Now, let's move on to review a large number of resumes efficiently. Reviewing hundreds of resumes can be overwhelming and time-consuming. To streamline the process, I suggest starting by creating an ideal candidate profile based on the job requirements. Consider the skills, competencies, and achievements that would make a candidate successful in the role. By having this profile in mind, you can structure your interview questions to assess whether candidates possess the necessary qualities.
Let's discuss how to efficiently cull a large number of resumes. When faced with hundreds of applications, it's crucial to establish a methodical approach. Personally, I prefer reviewing resumes in batches of 50. I go through each resume, compare them against the ideal candidate profile, and then shortlist the top ten candidates who best meet the criteria. Once I have these ten candidates, I pause and thoroughly review their profiles before continuing with the remaining resumes. This method helps prevent decision fatigue and ensures that each potential candidate receives proper consideration.
Ensuring Employees want Hybrid work
Coming back to Pat's third question about identifying candidates who might have reservations about onsite or hybrid work, it's crucial to lay out a suitable process from the beginning. If the role entails hybrid work, make sure to include an onsite interview as part of the recruiting process. This interview can be either the panel or final round, depending on your preference. During the onsite interview, ask candidates directly about their comfort level with commuting to the office and any concerns they might have. This provides an opportunity to gauge their willingness to embrace onsite work.
Additionally, during the earlier stages of the hiring process, such as the phone screen, you can ask candidates about their ideal work schedule in a hybrid role. By asking them if they prefer working from home, being in the office, or strictly working remotely, you can better assess their alignment with the job's onsite requirements. This approach enables you to filter out candidates who aren't compatible with the work arrangement you're offering.
If you get to the offer stage with a candidate, make sure that you are explicit about this condition of employment. Tell the employee that being on-site is a requirement and the circumstances under which being in office is necessary. If there is resistance, I would avoid hiring that person.
In conclusion, gaps in resumes and managing a high volume of applications are common challenges in the recruitment process. Regarding resume gaps, it's crucial to avoid making negative assumptions and focus on candidates' qualifications and skills. Culling down a large number of resumes can be streamlined by creating an ideal candidate profile and systematically reviewing applications in manageable batches. Finally, in assessing candidates' compatibility with onsite work, incorporating onsite interviews and asking specific questions during earlier stages can provide valuable insights.
By implementing these tips in your recruitment process, you'll be better equipped to handle resume gaps and efficiently review a large number of applications. Remember, each candidate deserves a fair assessment based on their abilities and the job requirements, regardless of any gaps in their employment history.
