How To Verify The Best Candidates Fast

If only you had the superpowers to pinpoint which candidates are a good match based on proven job-related skills.

⚠️Warning – you’ll soon be anointed with said superpowers.

It’s tough for employers. Your ability to find the truth about candidates is limited.

Candidates want to get hired. They want to be seen in a positive light – they embellish and exaggerate their resume to stand out. 

Sometimes it’s lies.

Background screening company HireRight revealed 19.5% of Australian resumes contained information that didn’t match official records. 

Compared to 12.5% in India, 17% in Hong Kong and 18.3% in Singapore.

That makes us the biggest liars in the Asia Pacific region.

Discrepancies ranged from criminal histories to fake qualifications.

But most of the time it’s spin.

You’ve seen it yourself. Time and time again. Candidates who don’t possess the skills they claimed to have during the hiring process. 

Traditionally you extract this information from a resume and the interview process.

But this relies on what the candidate does and doesn’t tell you.

Don’t you agree it’s hard to know what skills candidates possess without them showing you? 

Diversity Hiring Software You Need To Know

Australian Ecosystem of diversity hiring technologies

Here’s a confronting truth. One you maybe thinking doesn’t apply to you – of course you want to hire the best person for the job.

“We’re NOT looking for the best person for the job. We ARE looking for [pause] err, someone like me”

A Hiring Truth

Yet, the odds of actually achieving this is no better than chance. Whether you’re doing it internally or outsourcing some or all of the process.

It’s even got a name – The Myth of Merit. You’ll find well meaning Australian business leaders advising you to take action and no shortage of advice here and here about how to overcome it.

But progress is still small and slow.

Just look at the statistics,

For the past 20 years Australian employees continue to work in industries dominated by one gender.

  • Only 46.5% of employed Australians work in gender mixed organisations
  • 25.9% of Australian workers work in female-dominated industries (Health Care and Social Assistance and Education and Training) and this is only increasing
  • 27.6 % work in male-dominated industries (Construction and Transport) recorded a decline in female representation,
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Avoid the 🐝 Sting of Hiring in Springtime

Hurray for spring! A beautiful time of year where everything seems to come to life.

You see a world more colourful. It even smells better. Opportunities abound. 

And not just at home, but at work too.

It’s the first quarter of the new financial year. Over the last 2 months you’ve been handed your budget (one that never arrives on time!) and can now turn towards executing your plans for the year ahead.  

One of the first things you might want to do is hire a new team member. Acting with speed is paramount. The later you leave it, the less likely you’ll get the return you’re expected to deliver.

Problem is, no one applies.

The good news, it’s not just you, other businesses are feeling it too.

This graph explains. During springtime it’s a candidate’s market. There’s plenty of work – job openings are at the highest – but the volume of candidates searching for work is at its lowest.

This analysis, by global jobs site Indeed, of Australian searches shows the seasonality between the supply (of job postings) and demand (of job searches).

Mispronouncing, misspelling & misjudging names will harm your hiring process

People’s names are one of the sweetest sounds that people hear. Best to get it right.

How would you pronounce the last name Wesolowski? Maybe Wahzuhlooski? Even Wazinski? or more accurately Wes-oh-LAU-skee? Maybe for an anglophile like me, this is a little easier ‘chess-toe-HOW-ski’

Mispronouncing, misspelling, misinterpreting or misjudging a person’s name is a surefire way to sour any relationship.

Serena put up with a manager calling her Sabrina for years. She’d point out the error, the manager duly apologised, but the next time he was in town, he’d still call her Sabrina. Whilst they laughed it off, deep down it annoyed her and left her with little respect for her manager.

And it’s not just the sight of foreign names with 15 plus characters, nor letter combinations like ‘Duygu’ or “Lija’ that can easily stump us.

We frequently get, even the simplest of names staggeringly wrong. When can Rhys ever be ‘Rice’ (often according to my friend)? Why would we choose to spell the common version of “Graham” with Graeme or even Grahame? Or feel we should mess with ‘John’ by omitting the ‘h’ to ‘Jon’ or adding a ‘c’ to someone called Jak?

7 Wicked Ways To Save Time You Waste On Recruitment

If you’re spending too much time on recruitment, then this is for you.

The two-part formula is wickedly simply,

1. Use the best recruitment process and

2. Automate it.

Why? Well if you don’t have the best and by that, I mean an evidence-based based recruitment process, the likelihood you’ll select the best hire is no better than chance.

If you’re not actively removing bias from the process, you can’t focus on capability to do the job. That’s the goal right? But most organisations big or small don’t. 

If you’re a large organisation, then it’s likely you’re automating parts of the recruitment process.

Trouble is you’re automating an inferior process. Sure, it can reduce the administrative tasks associated with hiring, but you’re only getting quicker not better.

If a top performing employee is worth 3 times that of an average employee you need nothing less, than a system that not only automates but augments hiring by removing bias.

RemiPeople is an online recruitment web app that removes bias from each stage of the recruitment process. You create job role assessments,

Hire Your Way To A Top Net Promoter Score

‘The Customer Is Always Right’

– Marshall Field & Harry Gordon Selfridge, 1852

This centuries old, well worn quote still stands the test of time today.

In many ways little has changed.

A  businesses raison d’être is to make customers happy.

What has changed, is that more and more companies are investing in building a strong relationship with their customers.

And for good reason, competition has never been fiercer.

Delivering an exceptional customer experience offers a sustainable competitive advantage.

In some industries such as automotive retailing, a dealers Net Promoter Score (NPS) is a key customer service metric which can attract a direct financial reward.

It’s also no longer about simply solving a customers problem; it’s about a deep understanding of their expectations and then surpassing these to delight your customers, often in unexpected ways.

But too often, it’s the basics that are overlooked, like whether customers are treated with respect and fairness.

That’s according to the findings from the report ‘Missing Out: The business case for customer diversity’ by Deloitte and the Australian Human Rights Commission, 2017.

After surveying more that 1,200 Australians, they found

Respecting graphic V2

All this despite the diverse community we enjoy here in Australia. Where one in five people speak a language other than English at home, 18% of people have a disability, 11% of people identify as LGBTI.

Customers Are Diverse 

The authors concluded, “If organisations want to lift their (customer experience) game, it would require a greater emphasis on respect and fairness per se and particular attention to diverse customers”.

They argue stereotyping, unconscious bias, and lack of awareness are leaving customers feeling excluded. That’s bad for business.

So if companies serve a wide variety of customers across gender, ethnicity and other facets of diversity, what about their workforce?

Let’s take the Australian automotive retailing industry as a case in point. And for simplicity let’s look at the gender breakdown of customers as compared to it’s workforce.

No surprises but car driving isn’t gendered. We all drive cars.

The National licence plate holder gender breakdown (AADA presentation 2018, “How this CFO reduced HR costs” by Sharon Pask) is,

Licence plate gender breakdown.png

Sure car manufacturers get this, adapting their product development efforts to appeal to women, kids and families. But what about their employees?

And here’s the rub – the management of these retailers is not representative of the customer base that it serves, nor the workforce it represents.

In our example, car retailing is male-dominated or as many before have described, blokey.

This is confirmed by the WGEA 2018 ‘motor vehicle retailing’ workforce gender data set along with data from Toyota Motor Corporation Australia (2018) where,

Workforce gender breakdown auto

So in summary, whilst around 52% of licence plates are held by women, only 10% of sales consultants are female.

Turning Problems Into Opportunities

An opportunity exists for the automotive industry to close this workforce diversity gap to improve the customer experience and drive much needed business performance and profitability.

The report ‘IBISWorld Industry Report X0014 Automotive Industry in Australia’explains industry profit margins have fallen over the past five years, largely due to reduced economies of scale and the poor performance of local passenger vehicle manufacturers.

“Diverse employees bring differing life experiences, cultural backgrounds, and ways of thinking that will assist their employer in relating to, understanding, and meeting the needs of their diverse customers”.

The authors of this research point out, this isn’t about employee-customer matching – assigning employees to exclusively service a customer from the same minority group.

They argue we are unique and just because we belong to a minority group doesn’t mean we are clones. One demographic characteristic can’t define us.

So simply hiring women to sell to women isn’t the goal. Instead the goal is to achieve a diverse workplace so each employee can relate to everyone of your customers.

At the same time we need to focus on hiring job-capable candidates and those who value the opinions of others.

But we don’t.  The very stereotypes and biases we have towards customers also exist towards those we hire.

If we consider who applies for sales consultant roles, based on 29 car sales roles transacted through RemiPeople an online recruitment web app, attracting 604 applicants we found,

41% of applicants are female, yet only 10% women make up the workforce

So women are applying but are not getting through the process.

Because of unconscious bias, we recruit in our own image, unaware that we discount female applicants because we’re more familiar with male applicants.

Inaction, hoping your workforce will grow more diverse organically doesn’t address the issue of bias in hiring and retention.

Women will still apply for automotive car sales roles and will continue to be unfairly rejected without intervention.

Of course diversity isn’t just about gender, it’s multidimensional.

According to analysis by HR tech company Restless Bandit using 19,258,407 resumes, closing the diversity gap in white-collar jobs in the US automotive industry, would require,

  • 420% increase in hiring of African-American workers
  • 239% increase of hiring of Hispanic workers

Many business leaders remain ‘blissfully unaware” that hiring bias is occurring under their watch.

However ignorance was never a defence and it’s a problem that needs attention.

How To Overcome Hiring Bias

The bad news is that the recruitment process is rampant with bias.

The good news is that there’s lots you can do to mitigate bias and increase your workforce diversity.

To learn more see our blog, 25 ways to Recruit for Diversity.

If you’re looking for an automated solution to debias the recruitment process from end to end then RemiPeople is an all-in-one platform.

Upon submitting an application, candidates are anonymised and given a unique candidate identifier.

Hiring teams therefore sees no names just a candidate reference code.

Hiring teams then screen anonymised candidates via mini-work challenges, which are real-job scenarios.

Candidates are comparatively scored and ranked in a leader board based on the quality of their responses.

Top scorers are shortlisted for interview using the structured interviewing approach.

This ensures all candidates are given the same set of questions and scored using a standardised and comparative scoring tool.

This process provides the objective data hiring teams need to make their final candidate selection.