Becoming, by Netflix tells the Michelle Obama story, and throughout the documentary, it is clear other people’s stories resonate with her just as much as her story resonates with them. As inspiring as you would expect her to be, she spends much of the time mentoring and coaching mostly young women, just by listening to them and sharing her story. Midway through the doco, as another young African American woman shares her self-doubt because she doesn’t have all the referenceable facts to open up the right doors, (the right college on her CV, the right GPA, etc. ). Michelle Obama says this:
Wow! That line just nailed it for us because your story of what makes you you – what has shaped you and what motivates you – is what matters to how you turn up to your education, to an interview, to your job.
It’s why so many organisations are investing in testing your softs skills, the real skills because hard skills can be learnt. Still, your openness to new ideas, your ability to cope with change, your humility to ask for help, are way more relevant than ‘your stats’ at any point in time. That means two things for HR: Finding technology that will help you understand the story and not end at the stats and removing all the bias that gets in the way of being able to hear the story.
COVID-19 enforced WFH restrictions have created zoom fatigue. It’s a real thing.
Eight weeks and already we are so over video.
Text has been around for a decade. Ever heard of text fatigue? No, that’s because text is easy, it is fast (especially if you are a 16-year-old who texts in acronyms (our latest fav….’POS’ (not point of sale but parent over shoulder)). It’s also safe. Safe for introverts, safe for people who might not feel comfortable on a video call or even worse a video interview.
Forcing your applicants to invest in impression management is not a good start to building a relationship of trust and authenticity with your newest employee. How many great introverts, deep-thinkers and high-integrity individuals are you at risk of losing when you force people to perform on a video interview?
And why would you make people play a game, answer 150 +multi choice questions, (many repetitive that gives your experience no platform at all), when you can make it easy and comfortable?
Doing it by text gives everyone a chance to shine, without performance anxiety, without having to prepare or risk someone gaming it by googling the right answer. When you connect with people about them, using technology they trust, that lets them be themselves (without any bias getting in the way) and that’s what a candidate first experience looks like. It’s why we get 99% + candidate sat from 10,000 applicants a month.
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