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Skill-based Recruiting Saving Time, Energy, and Money

September 1, 2000
Related Topics: Internet, Candidate Sourcing, Featured Article
Skill-based recruiting has already become a buzz phrase in the HR world. It can be defined as a new recruiting approach by which candidates are assessed according to their skill sets. After all, a person's skills -- whether they are professional, academic, interpersonal, and more -- are the very tools that enable him or her to perform certain tasks and to behave in certain ways.

The strength of skill-based recruiting lies in its simplicity; the specific skills of a candidate are matched with the requirements of a specific requisition. Also, skill-based recruiting allows recruiters to maintain accurately a short list of qualified candidates in an efficient and hassle-free manner. In order to save time, energy and money, the recruiting industry is moving away from traditional resume-based recruiting -- which entailed OCR, text extraction and analysis, and unreliable keyword searches -- to a more efficient recruiting approach: skill-based recruiting on the Internet.

Skill-based Recruiting and the Internet

With the rapid evolution of the Internet, skill-based recruiting is booming. This is thanks to online questionnaires, which make it easier than ever before to obtain skill sets from applicants. The recruiters can tailor the online questionnaires to detect the required skills, to meet the exact needs of a company, position, or requisition.

If the Internet helps recruiters to perform skill-based recruiting, it also simplifies job seekers' lives by making the application process as easy as 1, 2, 3. Good news! With an easier application process, each posted job may receive hundreds and even thousands of applications. But now, how to find the needle in the haystack? Thanks to automated pre-screening, the latest feature in skill-based recruiting, applications are automatically filtered, saving the recruiter days and sometimes weeks of analyzing paper resumes. The ones matching criteria predefined by the recruiter are short-listed while others are kept in a central database for future needs. the Pioneer in Skill-based Internet Recruiting

The Recruiter WebTop -- developed by -- is the first to offer an enhanced skill-based, pre-screening pro-filer. In designing the Recruiter WebTop focused on streamlining and improving process quality by assessing skills. Customized questionnaires for each job requisition are linked to a central database for the corporation, which may include skills and competencies, levels of experience, or key behaviors.'s approach is the simplest for the applicant and most comprehensive in the industry. It leads to a higher proportion of completed applications and a positive application experience for the candidate.'s web-based questionnaires overcome one of the key limitations of the traditional resume: with a traditional resume, it is the candidate who decides what information is presented. But with, it is the recruiter who is in control. He/she first determines the questions to ask, depending on what information is required from the candidates. Then the recruiter decides what are the "must-have" criteria a candidate needs to possess in order to be considered suitable for a particular job. This recruiter-driven philosophy leads to a more accurate sorting of candidates because those who have met all of the "must have" criteria are immediately assessed and clearly distinguished from those who have met only some or none of these required criteria. Recruiter Webtop automates skill-based pre-screening of candidates obtained from multiple sources.

Filtering and Scoring with Skill-based Questionnaires

With the power of's skill-based recruiting technology, the recruiter can configure a variable scoring system to his questionnaire. The recruiter can determine not only the content of the questionnaire but also the relative value given to each of the questions in it making for a more precise search for specific skills, knowledge, and levels of experience.

A score is given to each candidate and he or she is clearly ranked in relation to the results of other candidates. The process also adds flexibility to candidate assessment by permitting recruiters to enter their own average candidate grade. This grade is determined by a consensus of recruiters involved in interviewing the candidate, of line managers, and of others involved in hiring. While not affecting the overall ranking of candidates, this grade allows a recruiter's judgment, when deemed necessary, to override the automatic scoring system.

These filters create a centralized and updated database of electronic candidate profiles, which opens up a world of possibilities that have until now been unavailable to recruiters. Because these profiles are much easier to filter and evaluate than the traditional resume, they allow for more informed decision-making, facilitate the sharing of information, and provide better access to recruiter resources. The end result is a much more efficient way to pre-screen candidates because the recruiter is in control of what information is entered into the system and how this information is evaluated as to the suitability of a candidate for a particular job. A better list of candidates is produced and retained in an easy to implement and use fashion.

What are the Advantages of Skill-based Recruiting?

Thanks to skill-based, automated pre-screening,'s solution greatly reduces the time spent at every step of the recruiting cycle (time-to-hire), compared to the traditional resume-based approach.

By assessing the candidate's skills,'s recruiting approach increases the probability of hiring the right candidate.

But the real metric to measure the success of a hire is the time-to-contribution or ramp-up time; that is the time required for a new recruit to train, to get acquainted with the new position, and to become a value-added member of the company. enables recruiters to reduce the time-to-contribution of their recruits. The principle is simple: by assessing the candidate's skills, increases the probability of hiring the right candidate, that is the one who already possesses the appropriate skills and who, once hired, will need less time to be fully operational. In addition, consider the fact that a properly placed candidate is likely to be content and at ease in the workplace, which ultimately means greater employee retention and lower turnover.

Thanks to skill-based, automated pre-screening,'s solution greatly reduces time spent at every step of the recruiting cycle.

The advantages of's skill-based recruiting application translate into huge savings for employers:

  • Reduced time-to-hire
  • Reduced time-to-contribution
  • Increased probability of hiring the right candidate
  • Improved retention
  • Lower turnover's approach proves quicker and more efficient than traditional resume-based recruiting in another way, as well. Recruiters can configure requisitions so that when an applicant scores within a preset range, they receive automatically an email detailing the candidate's profile. The recruiter then decides whether or not to view the resume and pursue the candidate further. The implications of this reduced time-to-interview are staggering. In some cases, candidates have been contacted by a recruiter within minutes after completing the online questionnaire. This not only decreases the time spent recruiting, but also attests to the competency and efficiency of your company.

We at were able to pioneer this skill-based recruiting technology online because we understand the importance of grasping the power of the Internet in order to satisfy your recruiting needs. This skill-based recruiting method is the next step in the evolution of online recruiting.

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