Lots of Resumes, Lots to Verify
Like any start-up, we have all sorts of pains and gains over the course of any given day. Primary and prominent in these pains is fulfilling our human resource needs and requirements; or, to put it another way, hiring, firing and managing our own people. This is a considerable task for any organization, but for us, there is an ironic component to it considering our focus - to simplify the hiring process. Simply stated, our goal is to verify individual jobs and experiences in order to provide a credibility score to the hiring company. We look for patterns on a resume, assess data points for accuracy, and examine gaps in start and end dates as well as many other data components.
Over the past 4 months we have been hiring for a number of roles here at Empty Cubicle. For these roles, we have received well over 400 resumes and applications, which amounts to 3 or 4 received per day if you include weekend submissions. This seems busy, but it's actually only slightly over the average received by a typical company. In some cases, this is far below the number of resumes received; such as a company we know of that received over 100,000 resumes in 2014. That works out to well over 300 resumes received each day - now that's a lot of content to review, and patterns to recognize!
What never ceases to amaze me is the content people put into their resumes. When we are out having conversations with the public and other companies about Empty Cubicle, what we are building and the problem we're solving, the response is mixed. Some love the concept while others don't see the viability. Then we lay out the situation differently using our own experiences. For example, what if you learned that an applicant lied about the duration of their previous employment? What would that say about the character of the candidate? Does one lie on a resume lead to another? Who's responsibility is it to detect this credibility deficiency? Is the candidate liable for the lie if it is never detected?
To us, one lie on a resume leads to the next, and that's why Empty Cubicle is so valuable. It isn't just about detecting a lie, of course, it's about assessing a credibility score overall, and matched to the job description of the hiring organization, your organization. If you found out that your new all-star hire had a brief stint with another firm prior to joining yours, would it change your thoughts about them? To us, the answer is yes. There are many reasons to take this approach; not only is it an ethical dilemma, but it can also be seen as a systemic character trait by the individual. If they did it to one company, they will likely do it to another, perhaps yours.
Organizations spend considerable time, money and effort bringing on new talent, and having a quick start and stop is both disruptive and can actually put the company farther backward than forward. If you consider the typical hiring lifecycle, it looks like this (roughly stated, and only considers one person completing these tasks): create job post - begin resume intake - review resumes - select candidates for interview - begin interview process - select final interview candidates - complete interviews - prepare offer - present offer - negotiate - complete reference checks - offer signed - prepare "first day" necessities; the process is comprehensive and involves dozens and dozens of hours. We all know that time is money, so when someone quickly starts and stops, it is not only disruptive to the team and role the individual was filling, it also means that HR has to begin this process over.
Unfortunately, it is unlikely that you will be able to sense something like this out during an interview. For this reason, as well as others, Empty Cubicle is committed to creating ground-breaking technology to create the world's first job search and recruitment platform based on verified data.