Are Your Candidates “Sponge Worthy”?
Last week I was engaging in a discussion on Linkedin with one of our competitors about how video interviewing screens candidates into the hiring process and she brought up a point about screening candidates that I had not given consideration. Here is what she said. “In my own hiring I have also found that I can be more open-minded about including candidates in the screening round even if their resumes are not strong, because recorded video interviewing is so much more efficient.”
Basically she is saying that in the past she was more selective about which candidates she considered because she did not want to waste time screening unworthy candidates. A recent study by Sarah White Associates points out that for 35% of the companies she surveyed, just scheduling a phone screen took up to 30 minutes. Combine that with the time it takes to actually conduct the phone screen and for some organizations screening candidates is taking nearly an hour.
This reminded me of the old “Sponge Worthy” Seinfeld episode. We are all adults here and at the time Seinfeld was the number one show on television so I’m sure I won’t be offending anyone. Basically Jerry’s friend Elaine learned that her favorite female contraceptive, the Sponge, was being taken off the market. She thus ran out and stocked up on all the remaining Sponges she could find. However, now that she had a limited supply, she was much more selective of who she invited into the bedroom. She actually put her potential partners through a screening process to determine if they were “Sponge Worthy” because she did not want to waste her limited supply of contraceptives on just any old schmo.
Now that the hiring process has become so cumbersome for many recruiters and hiring managers, we find them being much more selective of whom they even choose to invest time in phone screening, much less who they bring in for a tete-a-tete.
So, do you implicitly test to see if your candidates are “Phone Screen Worthy”? More to the point are you eliminating good candidates who did not list on their resume every last qualification you have required for your job? When considering the high costs of employee turnover, hiring good candidates is essential. With so many candidate applications flooding corporate inboxes, trying to efficiently screen them all often leaves many qualified candidates out in the cold. You simply can’t invest the time. However if you can implement a more efficient process such as video interviewing to cut that time in half then you can take more risks on viewing marginal candidates you might have otherwise rejected. In essence more candidates are now considered “sponge worthy”.
More time to screen candidates means more opportunity to find your organization’s potential soul mate.