Design a Solution to Improve the Recruitment Process

1. Pain Points

1. Recruiters struggle to find the right candidates

   They review many CVs and conduct multiple interviews but still cannot find a good fit.

2. Candidates struggle to find the right job

   They send out many CVs and attend several interviews but still cannot find a suitable job.

2. Problems

• Job descriptions list too many requirements, but there is no easy way to check if candidates meet them.

• CVs often have vague information, making it hard to evaluate and verify skills.

• Many candidates are unhappy because they do not receive feedback from employers.

• Many recruiting websites out there, but they are mostly the same and don't solve the problems.

3. Solution

Adding a step to between posting a JD and interview to improve hiring:

3.1. Employers create an pre-interview form based on three main areas:

• Job skills.

• Communication skills.

• Cultural and environment fit.

3.2. Candidates answer the pre-interview form with:

• Written responses.

• Images or videos for proof.

• Work samples.

• Certificates or degrees.

• References.

3.3. Employers review:

• Review candidate skills.

• Score answers.

• Evaluate salary.

• Invite to interview.

4. Evaluate Solution

• Easy to set up – A simple form using Google Forms or similar tools.

• Serious candidates will apply, helping employers focus on the right people.

• Saves time, allowing recruiters to filter candidates efficiently.

• Better skill evaluation, beyond just reading CVs.

• Fair salary decisions, based on the pre-interview form scores.

• Simple candidate management, with clear feedback.

• Improves employer branding, making companies more professional and trustworthy.

• Works for all businesses, from startups to large corporations.

5. Create form

The questions should be designed around 3 main areas: job skills, communication skills, cultural and environment fit. Why?

• Job skills: Help determine whether the candidate can solve work-related problems.

• Communication skills: Help assess whether the candidate can work effectively in both team and individual settings.

• Culture fit: Helps determine whether the candidate is likely to stay long-term.

5.1. Job skills

Questions should align with the skills required for the job.

Questions should explore:

• Problem-solving skill.

• Logical thinking.

• Empathy skills.

• Emotion skills.

• Service skills.

• Deliver skills.

• etc.

5.2. Communication skills

Questions should align with collaboration requirements.

Questions should explore:

• Teamwork.

• Personal communication.

• Personal growth.

• Personal thinking.

• Writing skills.

• Collaboration skills.

• Language proficiency.

• etc.

5.3. Cultural and environment fit

The goal is to find candidates who can thrive in the company's environment for long-term.

Questions should explore:

• Preferred work location.

• Work style.

• Work type.

• Team expectations.

• Base salary expectations.

• Team building refer.

• etc.

6. Conclusion

This solution could helps recruiters evaluate candidates better, ensuring they choose the right ones for interviews and offer fair salaries. It also gives candidates a clear, fair, and professional hiring process. HR should work along with team to design the question form, involve the hiring process, giving score, make decision.

This is a personal side project, not a part of any commercial work.