This is a guest post by Vahan Melkonyan, Co-founder and CEO of Cauldron, a platform that allows companies to create custom job application flows, reduce 90% of screening & interviewing time, and guarantee amazing application experiences. It’s pretty cool.
Vahan and I met on LinkedIn and quickly aligned on the need for more filters at the top of the recruiting funnel as a way to weed out unqualified candidates. I’ve asked him to share more on this topic.
If you've ever had to hire for entry-to-mid level roles, you're aware of the uncertainties it brings:
- Too many resumes, too little information to go on.
- Can't trust resume information to be accurate.
- Having to settle with systems that introduce bias and errors.
- Can't meet with all candidates that look good on paper.
- Overbooked hiring managers with weeks upon weeks of interviews.
A simple trick to solve all of these problems is to introduce friction at the job application level and reward the candidates who show commitment at that stage.
Putting pre-screening questions or even short tasks at the front of the funnel makes it easy to identify committed applicants and their skill levels in an instant and fast-forward to the interviews.
The candidates, on the other hand, are given a clear indication of needed qualifications and a chance to show off their skills, eliminating the anxiety and uncertainty that is associated with job applications.
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