Your Hiring Process Must Fit the Job – Friday Distraction
I know I spend a lot of time being a “technology evangelist.” There’s a reason for that. I believe technology can bring real value to business.
I also understand that the amount and type of technology a business requires is dependent upon the business. Larger organizations, in order to scale, might have more technology than smaller companies. But that doesn’t mean smaller organizations have an excuse for not adopting technology. There are many technology solutions specially designed for the small and medium business market.
Today’s Time Well Spent from our friends at Kronos reminded me that the same philosophy applies to recruiting technology. If a company is looking for the best technology talent, then what kind of message does it send if you have a manual hiring process?
Candidates today are well aware of technology. They can play games, make doctor appointments, book their vacation, and deposit a check using their mobile devices. It’s not unreasonable to think that, if I can order a pizza using an emoji, I can also quickly and easily apply for a job.
Nearly two-thirds of Americans are smartphone owners according to research from Pew Research Center. What’s interesting about that number is that 10 percent of smartphone owners do not have any other form of internet access at home. And an additional 15 percent have a limited number of ways to get on the internet period (besides their cell phone.) This means organizations need to think about how they are going to hire people whose primary means of connectivity is their smartphone.
Organizations that want employees to work on (and enjoy working on) computers and technology solutions should think about aligning their hiring process with the rest of their business.
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