I am someone who likes to cook, and I actually think I’m pretty decent at it. My burger recipe has been praised – completely objectively and without any sort of bias – by my sister as being the best, so the consumer research backs me up on my assumption. I don’t actually have a written down recipe, I just have the ingredients and steps in my head and change things up every now and then depending on my mood. Considering my not-so-standardised approach, the end result will vary from day to day. This is no problem for home cooks like me, but you can imagine that professional restaurateurs value consistency of taste and quality. For them, I’m sure the restaurants mentioned in this article are very interesting! It talks about the use of automation in restaurants: a burger restaurant where your burger is cooked to order – fully automated, and a pizza delivery place that has robots preparing your pizza in the back of the delivery van. Have a look at how they make the burger in this next video:
Like these restaurants, there are many other businesses that rely on processes that are repetitive in nature and where consistency is key. Would it make sense to look to automation to help our recruitment processes be more consistent? I think so!
The first step of many job application processes is to screen a cover letter and a CV. While there’s a lot of information to be found in these documents, they’re also perfected to a tee by their writers. The usefulness of a cover letter is a topic of discussion, and at Cammio we’ve even said our goodbyes to it already. Numerous proofreads, correction rounds and online tools have helped the candidate write two perfect documents, yet their personality is hiding somewhere very far behind the words. Scanning the CV therefore has become an exercise in finding whether the candidate matches the job requirements. It needs to happen fast and precisely, because you don’t want to miss out on great talent by being too late or unfocused. Parsing tools are doing a good job at making it easier for recruiters to spot the qualifications, eliminating the need for this repetitive exercise. This allows the recruiters more time to spend with qualified candidates.
Many recruiters also include a phone screening into their process. The goal of a phone screening is the same for every candidate, yet the process can be very different for each of them. If this is the recruiter’s first call of the day after a good night’s sleep, the tone might be very positive. That same recruiter could call someone later in the day, after a bit of a stressful morning, and approach the next candidate with a different attitude. This “home cooked approach” to hiring does not bring the consistency necessary for a fair, unbiased decision. This is where video recruitment comes in: By using automated interviews you can ask each candidate the same questions in the same way. By using automation, you eliminate the possibility of an inconsistent first screening.
Automation should help the work of people, rather than replace it. By taking away repetitive tasks, employees can focus their attention on the more human aspects of the job; whether that’s a chef perfecting their recipe or a recruiter spending time with the right candidate. Using video interviews doesn’t replace the task of screening the candidate, but it does let recruiters focus their efforts. Recruiters can present the company in their videos, and ask exactly the questions that you want to know the answers to. Then, the candidates can be viewed, reviewed and compared to each other. The team can spend their time perfecting this process, rather than repeating it.
Did this blog make you hungry? Let me know what you’ve done to automate your processes in the comments below. Tips for cooking burgers are also always appreciated.
Hungry hiring!
