CV Update

Stephanie Fisher, head of workforce management solutions at Human Recognition Systems says recruitment needs to embrace automation.

CV Update

UK & Europe

The recruitment industry has no choice but to update its own CV by adopting automation. Imagine swiping through a database of prospective candidates and matching them to your clients’ criteria, much like the way that online dating sites operate. The traditional, two-page Word document CV has had its day, so the rest of the recruitment process needs to catch up with that, and other industries, by becoming more digitally-savvy.

Relationship status 

Relationships are currency in the world of recruitment. It’s not what you know, but who. That’s especially important in more regulated industries like health, education, construction and aviation, where it’s vital to truly know the person you’re placing in a role and that they are who they claim to be. The nature of work in these areas means that employers can’t afford to waste any time onboarding staff, nor making sure their background checks out – that’s where an automated approach to recruitment comes in.

The time spent on completing induction forms and processes can be astronomical for employers across multiple industries. To use construction as an example, if you were to multiply the estimated 10-minute on-site process by the number of workers across the company – say, for the purpose of demonstration, there are 40,000 employees – that’s 6,666 hours being spent filling out forms. Now think about how long it takes you to fill out a candidate’s details for your client and updating your database. It may not be multiplied on such a large scale, but we’d wager that it still adds up to a substantial amount of time that could be better spent on profitable activities, like meeting new clients and building candidate relationships, not paper-based processes. 

Consider, then, how revolutionary it would be for the industry if these processes could be automated and available on a shared platform for multiple parties to utilise. And what if it was accessible on a mobile app, too, meaning that consultants could begin the identity checks as soon as they have go ahead to progress with a candidate – potentially while they are still out with a candidate. We should probably make it clear at this point that this isn’t wishful thinking for how technology might progress in the future. It’s software that’s available now and already making waves across various industries for its ability to reduce paperwork, streamline administration and improve time efficiencies across the board. 

The value of accurate verification

Verifying the identity of prospective candidates and their right to work is a crucial part of the onboarding process. This is particularly important in highly regulated industries, where there can be risks associated with the job. It’s also where there’s potential for those without the right to work in the UK to slip through the net, so it’s vital that the full background checks are not only completed, but also verified. 

An online system such as MSite, can provide instant corroboration against a candidate’s proof of identity. With the new General Data Protection Regulation now in place, it’s vital that your systems are compliant. Using purpose-built software means that compliance comes as standard. You also have the ability to check and update the candidate profile / client  dashboard  process at any time, meaning that any potential hold ups can be identified early and acted upon.

A further benefit is having the candidate saved on a system for future use, meaning that their profile can be moved to another employer if circumstances required, but also that onboarding for future work with the same employer can be massively streamlined. This is a considerable bonus in industries where workers are brought in on a short-term, project-basis.

Passing on the paperwork

One of the key advantages of automation is putting more emphasis on the candidate to contribute to the administration process and allowing them to drive it. By requesting that candidates fill out their own profile with personal details, work history, qualifications and training, you can cut down on time and potential errors.

It also means that some areas of the process that might currently be left out due to complications, such as reference checks, can be done in a much more streamlined fashion. That helps in the long run as it means employers are less likely to experience problems with the candidates placed with them because they have been fully verified.

There’s also the benefit of pre-checked candidates; ideal for jobs that might require staffing with very short-notice, as well as being able to check skill levels to ascertain how much training might be required either as part of the induction or on-job training. By using automated systems, you’re smoothing out the flow of information and reducing the amount of input required from recruitment consultants – thus freeing them up for more direct interactions with prospective candidates and client meetings.

Opening up opportunities

In the future, there’s opportunity for more integration with government agencies to enable direct access to criminal record verification, as well as linking up with credit checking services. Candidates in highly regulated industries will truly be verified as having a right to work in the UK, have the experience that they claim to have, and be who they say they are.

The time and cost efficiencies that could be made would provide a much more streamlined approach to the recruitment process, allowing for a better flow of information and, crucially, communication across all parties. After all, it’s that communication that makes recruitment one of the most well-connected industries. 

For more on CVs make sure you read this month's issue of The Global Recruiter:



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