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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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