Recruitment Engineering Evolves As A Scientific Process


Traditional recruitment process was primarily dependent on the experience of hiring professionals and gut feeling. But with time it proved to be inadequate for quality hires as the need for the organizations and corporate environment evolved drastically within a short span of time. Hence the recruitment engineering has remodelled itself as a scientific process that requires analysis and evaluation. Manpower consultancy firms stand by this fact and there are certain factors that prove this new structuring.

  • When there raises a need for hiring, a job description is prepared according to the need for the position. The traditional style of job description might have been adequate in the past but in recent times, the way job description conveys necessary information about the profile determines the flow of applications. For example, the choice of words is sometimes influential towards applications from male or female candidates. It has also been observed that male candidates apply for a job when 60% of the criteria meet according to their need. This percentage increases significantly in case of female candidates. So it is obvious that female applicants are pickier in this case. Study reveals that a company is likely to benefit from increased applications if it reveals the number of applicants statistics. Also personalized emails influence the application decisions in many cases. So the above deductions prove that recruitment is not just about intuitions, there is logical findings and analysis associated with the process.
  • The second scientific approach towards this process comes in the resume assessment and interview optimization methods. No matter how much any organization denies gender biasness still prevails in certain areas of recruitment. Male applicants are still preferred over female candidates in certain positions in terms of compensation, performance evaluation as well as promotions. Recruitment engineering has been effective towards reducing this impact to a notable level. It has influenced structured interview process that consists of well organized questions which is significant towards eradicating this bias. It helps in analyzing the entire information palette so as to assess the candidate in a complete manner without gender biasness.
  • Lastly people analytics has revolutionized the science of recruitment. Previously the recruitment process was restricted to resume analysis and interview performance. But now there are multi layered aspects to the selection process. In addition to the technical skill assessment, certain tests like Lego tests and opinion testing in terms of problem solving brings out the professional behavioural pattern of the candidate. This showcases the attitude towards work and fellow team members along with the ability to fit in the company work culture. In certain cases in can also be used to identify potential leaders who can be groomed in later years to take up decision making roles for company growth.

Recruitment engineering has been a widely accepted science in the corporate environment. Companies and recruitment agencies look in to this aspect with a more analytical viewpoint in recent times. With this progress it is anticipated to make further advancements in near future.