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- Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?
Surveys Don't Work At the same time, numerous
psychological studies have shown that human beings are not very good at
identifying people they saw only once for a relatively short period of time.
The studies reveal error rates of as high as fifty percent — a frightening
statistic given that many convictions may be based largely or solely on such
testimony. These studies show further that
the ability to identify a stranger is diminished by stress (and what crime
situation is not intensely stressful?), that cross-racial identifications
are especially unreliable, and that contrary to what one might think, those
witnesses who claim to be "certain" of their identifications are no better
at it than everyone else, just more confident. (Findlaw) We were reminded of this important truth by a new
study from the folks at
AllRetailJobs
and
JobsInLogistics. AllRetailJobs.com, the
leading retail job board, conducted an in depth study to assess the validity
of drop-down boxes, used by many ATSs to list possible sources of hire. By
simulating the typical drop down box format, candidates were asked to select
the source of hire. This question was posed to more than 60,000 retail
candidates when they filled out applications for jobs on AllRetailJobs.com.
As all the candidates applied directly from AllRetailJobs.com, 100% should
have chosen AllRetailJobs.com. Yet 5 out of 6 candidates selected
alternative source options – a staggering 83% inaccuracy. The paper offers a dozen reasons why candidates
might make a mistake answering the question: The report concludes that: What may come as a big
surprise to HR and Staffing management is the gross inaccuracies of most
Applicant Tracking Systems in reporting source of hire information. Whereas
a few ATSs use sophisticated tracking tags, the majority rely solely on
basic drop-down boxes to obtain "facevalue" data from applicants who apply
for their open positions. Job boards are finding an overwhelming discrepancy
in the number of applicants sent to a company's ATS and the total recorded
by the ATS reports. It follows that many companies are basing their vendor
choice of job boards on highly inaccurate data, which is so far from reality
that they are useless and damaging. Companies are unwittingly making
strategic job board selection decisions on highly flawed data. They are in
danger of underutilizing their most successful source of hire in favor of
less focused vendors. It's astonishing that, an our highly measured
internet era, so little measurement is used to understand and evaluate key
Recruiting processes. The vast majority of ATS systems are designed to generate
flawed data. Since there is no quality control in Recruiting Data (How did that
happen?), there is no accountability in the data generated by most so-called
enterprise systems. The report is an eye opening "quick read".
Download a copy from us. We're sure it will be remembered as the beginning of
the end of unmeasured conventional wisdom in our space. John Sumser © TwoColorHat. All Rights Reserved.
Experience.com
Target - your ideal candidates, by school, major, location & more. Brand - your company as the place where they want to work. Learn - about the candidates you want to hire & how to reach them.
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