This Idea Could Revolutionize Hiring
I had a revelation! Why Can’t Every Recruiting Process Become Efficient Like Physicians/ Insurance Company Credentialing? Give me a second to explain please.
Tough to admit this but I solidly have been applying for jobs for a month now. A few weeks ago, around 7:30 pm after filling out a form for an hour and downloading all pertinent documentation, I hit save and send. Midwestern University’s site said they had an internal error. My first thought was anguish; I admit. The next was, is their IT department monitoring this situation? How many other applicants faced this same error and gave up due to this quality control issue?
But THEN – AN IDEA HIT ME – at a previous job, I performed physician credentialing and at my last job, oversaw the application process. For everyone that does not know what credentialing is, the insurance companies and other medical organizations BECAME WISE. They standardized the contracting process for physicians and medical providers (audiologists, therapists, chiropractors, etc.) to submit their credentials: work history, certificates, education, etc. If a physician wanted to contract with BCBS and Aetna, Aetna and BCBS could log into a national database and find the physician’s information. The insurance companies allowed a standardized form to exist to capture the pertinent information that each of them sought previously on their own forms.
That saved a tremendous amount of time. Why? Because providers and their staff applying for contracting privileges, did not have to figure out so many different forms that kept changing all of the time.
My idea – why does not someone create a secure database where anyone looking for a job can save their work history, education, volunteer experience, etc.?The standard federal government questions can also be listed about gender, military service, disability and race too. If a person is applying for a job, they can submit a code allowing an employer to have access to the information. Candidates can update the information at any time. This standardized form might also help someone devise questions that are non-discriminatory and not in violation of any applicant’s civil rights. Keep It Simple – Call Resume Information or Military/Work/Volunteer History.
I do not think that LinkedIn should do this because the database should enable access across any employer or employee, permission permitted. How to pay for this database? I would charge a small fee to advertisers posting positions or career information/advice.
This does not mean that the individual companies cannot still request applicants to complete assessments (grammar, typing, math, emotional intelligence, cultural alignment, or personality tests.) This form just means that the process will be significantly shortened for applicants. Hiring managers, you will still be able to see whether someone completed form without typographical errors.
What do you think? Is this a viable idea? Is there an organization out there that can do this like a professional HR association? The biggest hurdle will be defining what needs to be listed on the form and getting hiring managers to agree to the template. I think that it is doable. The standardized form might even save time too for their hiring and IT teams too.
Thank you for reading this post.
I suspect that it just may help one recruiter or hiring manager hire the right candidate sooner because the candidate is not filling out so many applications! I hope someone develops this idea. Call me if you want to discuss.
Diane M. Schultz