Wednesday, October 14, 2015

Do recruiters still need to ask for resume / CV printouts?

In a digitized world, it is quite a paradox that companies still require interviewees to bring a printout of their resume or interview invite email.

If the phrase"save trees" makes you roll your eyes, then please feel free to stop reading. The rest of this blog post requires a more creative and inventive mind to interpret it.


Why in the world would you require printouts?

For one, your company conducts hundreds of interviews. Assume a company conducting just 100 interviews per quarter.
  • That's 100 * 3 sheets of paper on average * 4 quarters a year = 1200 pages.
  • For 3000 companies in a city, that's = 1200 * 3000 = 3.6 million pages a year!!! With that much of paper, you can make 293.49 copies of the Indian Constitution. The bulkiest constitution in the world! As for cost, that'd be 7.2 million Indian Rupees.
  • And oh...in terms of trees, that's 432 of them.
  • On top of that, you also want candidates to carry a printout of the interview call email?
  • Some companies even expect candidates to carry and submit photocopies of their marks card and resume even if they have not yet been selected by the interviewer (when you ask a candidate to submit exactly the same details a million times, it's a sign that your recruitment process is messed up. Ever heard of referential integrity?).
  • Now add more paper and monotony to the filling up of candidate details on a bunch of forms!


Seriously, HR departments...haven't a single one of you considered moving into the digital age?



What can be done:

  • Give the interviewers a large tablet or even just let them use their work laptops. It is far better than the printouts.
  • Specifically ask the candidate not to bring a printout of anything
  • Candidates can email their resume and scanned copies of other documents.
  • They can bring a copy of the interview call email on their smartphone (a copy of this email is usually asked for by the security guard).
  • If candidates are expected to fill in their details in a form (do you even need a form? Why not fill in details after being selected?), allow them to do it via an online form (perhaps even a day before the interview). You could even create a user friendly form that could be used on a smartphone. Create forms that  can be shared with the candidate on the smartphone via bluetooth (if the candidate does not have connectivity to the internet).
  • If the candidate wishes to share any additional documents, it could be done either via bluetooth or via a pen-drive or rewritable CD/DVD. Make sure you use the pen drive on either a Linux or Mac OS, to avoid those annoying Windows viruses.

Yes, I know you might be a company which has very strict security and device policies. Do understand that these policies and security are meant to prevent sensitive company information from leaking out; not for preventing candidate information from coming into the company.

A creative/inventive mind will always find a way to create facilities and spaces where interviews can still be conducted with a minimal use of paper.
Once you've become digital, shout it out! Let the world know that your department is awesome! Spread the news. It really is time to get out of the feudal age.

No more printouts!!!

If you want to hear the magic word before going digital, here's me saying "Pleeeeeeease!!!".


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