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Data integration is necessary because there is
more than a casual relationship among the eight elements
in the list below. By joining a number of non-harmonious
elements together, a creditable relationship is formed.
These incongruous elements are (in no particular order):
1. Resume
2. Cover letter
3. Skills
4. Assessment test results
5. Interview
6. References
7. Position description
8. Candidate rankings / scores
All the above individual documents or activities are
intended to serve the purpose of candidate representation
and subsequent employee selection. But how well does
each individual document or activity serve the purpose
of determining candidate quality, and candidate evaluation
against criteria that are objective and job related?
Much has been written and discussed regarding the deficiencies
of each of the above elements. Résuméfit’s
goal is to simply build a better mousetrap. We feel that
our Integrated Evidentiary Résumé System™ (IERS™)
brings new and real value to both candidates and hiring
managers.
Consider the fact that an assessment test can give you
twenty to thirty pages of good information. What hiring
manager has the time to read one assessment, much less
many assessments?
Why should a hiring manager have to manually establish
mutual or reciprocal relationships between the information
in a candidate’s cover letter and resume against
the position being applied for?
If someone is going to measure, evaluate, or appraise
a candidate
against some criteria, shouldn't the tool used be more
than the 45 second
"stare and compare" technique, or an automated
system using data from a
standard resume that is inherently untrustworthy and
deficient in content?
Integration simply connects the employer's requirements,
which are found in their position description with the
candidate's data, which is
presently found in their resume, cover
letter, education, career
experiences, workplace behavior assessment, skills, references,
etc.
Integration brings about an essential degree of quality
to the process of candidate representation and subsequent
employee selection. Integration saves hiring managers
review time while increasing their ability to reach more
objective hiring selection decisions.
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