Should you include a pre-sifting stage in your recruitment strategy?
In our previous article - The Key to a successful recruitment strategy - we chatted around gamifying how talent is attracted as well as what we believe is the first step in the recruitment challenge is: creating a talent pool BEFORE you need the talent. Let's look at how you can carry this strategy out.
Imagine yourself in this situation. You've received the staffing request from management, placed an advert/ s and the CVS are flying in. With the unemployment stats at an all-time high, it's almost a certainty that you'll be bombarded with hundreds, if not thousands, of applications within seconds of your ad going out.
Brent Leeuw, founder of Fides Recruitment, shared that people respond to his job adverts in droves - whether they have the qualification, experience or not. Have a look at these stats:
- Applications are received for a job placing from 200 SECONDS after placement,
- The average time spent reviewing a CV is between five and seven seconds,
- The average applications received per job = 280,
- Days to fill a job vacancy = 45,
- Percentage of people who make a career choice or employment decisions using social media = 41%, and
- The percentage of your employees who are set to look for new employment in 2014 = 66%.
Before you launch into sifting through CVs, we want to suggest that you embark on a pre-sifting stage before you do anything else.
This is a process we strongly believe should happen before you get to grips with sorting through CVs.
What is a pre-sifting stage?
A pre-sifting stage is about using gamification methods to shave off hours of your recruitment strategy while gathering valuable information about your applicants before receiving CVs. It sounds laborious but nothing could be further from the truth.
The dual purpose of adding gamification here is to gather information about expectations and see if the employee will be a cultural fit into the organisation, and vice versa.
5 Gamification ideas to implement at the pre-sifting stage
1. Internal and external blogging,
2. Avatar questionnaire,
3. Aptitude/personality quizzes,
4. Mini online games, simulating the work environment and challenges, and
5. Survey.
Companies such as Formapost, Zappo Online shoe retailer, Marriot Hotels, Zao recruitment and L' Óreal are currently using various video games and mechanics to help sift at CV application stage, showing much success!
We can caution that gamification is not a miracle cure here but definitely a way to enhance this stage. Remember that gamification is also not only about using games as applicants who don't enjoy playing games will be put off. This means that it's important to note the various different player types that you'd like to attract, e.g. socialiser, researchers.
So many fun ideas and no better time than now to start! Good luck!
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Darryn and Bronwyn (husband and wife team) are energised, passionate and excited to teach gamification in a practical and real way, using fun, to link business, education and life. Combined with 19 years of international and national organisational development, behaviour and change management expertise, they love to share and enable business growth into new and uncharted territories. Come and join their adventure! Visit their website at http://p4d.co.za. |
