Diane Schultz en Professions, Workers, Careers, Directors and Executives, HR Manager Vice President • Physicians Revenue Group 19/4/2016 · 2 min de lectura · 1,9K

This Idea Could Revolutionize Hiring

This Idea Could Revolutionize HiringI 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.

Written by:

Diane M. Schultz

Founder, IOUT4U

Dsds1990@sbcglobal.net


Dana Veal 2/7/2016 · #19

#18 I agree with you 100% and it seems like a reasonable solution. The issue is that for the person searching there are no voices raised yet. Let me explain: the reason for HR to keep looking for the right people is because they are neglecting the "acting" part. If I want a position I can act accordingly without them knowing until I get what I want/need. Your idea stands up even more so if they can all see ONE CV and not the ones "tailored" for a specific position. They can see, based on your concept who I really am and what I have done, not what is the suitable version for a specific job.

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Diane Schultz 2/7/2016 · #18

#14 There are ways to figure out compensation to maintain database. It makes no sense completing your resume so many times.

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Dana Veal 2/7/2016 · #17

Este usuario ha eliminado este comentario

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Dana Veal 2/7/2016 · #16

#13 Speaking of HR, what is your opinion on this idea? http://www.ted.com/playlists/328/talks_on_human_resources

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Dana Veal 2/7/2016 · #14

#13 Someone needs to get paid to be the administrator and this is just a very nice project at this point. The way I see HR is moving it is not to simplify but to cover their intent and to play the games that have to be played under the EEOC escort. The way HR is "nepotizing" its intent is a delight and a never boring show to watch all together. :)

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Diane Schultz 2/7/2016 · #13

#12 Dana, this exists in the CAQH database for medical doctors and mskes the process simpler. Currently, it takes hours to comple forms, take personality assessments, plus grammar and math tests. Applicants need a faster process.

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Dana Veal 1/7/2016 · #12

Universal database? Can you imagine what a delight for the hackers? All in one place? A professional Facebook...

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Diane Schultz 20/4/2016 · #11

#10 Brian, maybe it is time for a change now. When I apply, I am required usually to download my resume. The automated systems miss or transfer informstion incorrectly, which means editing. Most of the time that takes about an hour. Then, watch a video or take a test. Maybe they are testing our patience and attention-to-detail? I would rather spend time on their tests.

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