Dr. Cabot Jaffee, CEO and President “The people who work for you aren’t building a company for you, they are building it for themselves—they are the center of their own universe.”
These insightful words by Ben Lerer, the CEO of Group Nine Media, resonate more powerfully with the current millennial workforce than ever before. There is no refuting that millennials, unlike any other generation, have really taken it on the chin and have emerged as the supreme dominant force in the working landscape as more baby boomers begin to retire. This has a direct impact on recruitment activities as companies have to dig deeper into who these millennials actually are, how to motivate them, and how they can add value to their business. However, many companies are stumbling at the first hurdle as they struggle to attract and hire the right-fit millennials, resulting in a critical skill shortage that can adversely affect an organization’s long-term goals. At a time when unemployment is at historical highs, the challenge seems to have multiplied manifold. In this environment, more precisely due to the repercussions of COVID-19, organizations are hiring candidates only to find out later that they just aren’t the right fit for the job.
Employee recruitment and keeping the best candidates is the top-most priority for most business leaders. In this regard, engagement has proved to be a holy grail of sorts—right from hiring a candidate to retaining them. With this, it is essential to realize that today, conventional recruiting practices often prove inadequate in delivering the desired applicant experience, and worse yet, miss out on high potential candidates. The millennial generation’s self-awareness and communication skills vary significantly from previous generations, and so do their employers’ expectations. Organizations are at a higher risk of losing top performers from their applicant pipeline if they fail to provide them with a user-friendly application process. The need of the hour is a highly interactive application process to keep top performers engaged and adopt a two-way decision-making approach to keep candidates in the know.
This is where AlignMark is in a league of its own.
Since 1976, AlignMark has been helping companies recruit, select, and develop their most valued asset—people—with its market-leading tools and services. “We have been in the business for over 44 years now, blending good science and content with technology to provide a more cost-effective and efficient system of tools for companies to use in their hiring process,” notes Dr. Cabot Jaffee, CEO and president at AlignMark. Backed by decades of expertise of industrial and clinical psychologists and technologists, AlignMark excels in creating premier solutions for companies looking to create a more efficient way of pre-screening and assessing applicants’ ability to perform a particular job. With its robust SaaS applications, the company equips organizations with a cost-effective and efficient way to gather “good data” to make the right decisions and hire top performers.
It’s About Time to Revamp the Age-Old Hiring Process
To keep applicants engaged in the hiring process and facilitate two-way decision making, AlignMark brings to the table AccuRecruiter—a screening module—and AccuVision—an assessment module. The challenge for most organizations lies not in the lack of data but collecting superfluous data that is not related to a specific job role.
If we are doing a good job of making people that we work with successful all around us, then we are definitely going to succeed as a company. And that is exactly where we focus on
To that end, the AccuRecruiter solution helps transform a job application process, which typically takes 20-90 minutes, into a video interactive experience where an interviewer (on blind) asks the candidate the job applicant questions. “It’s almost treating it like a date. Companies are hungry for top talent but if the applicant experience is poor, they are inadvertently losing such talent along the way. And, if they lose a good candidate during the application process, there is zero chance of ever hiring them, or securing a second date,” Jaffee quips. With AccuRecruiter, applicants can receive real-time feedback, as opposed to waiting for over an hour during the application process, on their suitability for a job role, and decide if they should go ahead with the assessment. Employers, on the other hand, can automatically screen out people who do not make the cut. It’s fast, easy, and efficient.
For people that pass the AccuRecruiter pre-screening assessment, the AccuVision solution provides an in-depth insight into their abilities to perform a job. It utilizes job simulation, personality assessment, and videos to evaluate the skills, abilities, and job fit required for success. Candidates are presented with highly realistic and engaging work scenarios. At key points throughout the assessment, the action is stopped, and the candidate is asked how they would handle the situation. Upon completion, a “Probability of Success” score is generated that can be used to assist in making valid and legally defensible selection decisions. AccuVision also provides a more detailed Skill Profile outlining a candidate’s relative strengths and areas for improvement along with an in-depth personality assessment. This allows organizations to recruit top talent who secure a higher training pass rate and eventually perform better.
AlignMark has a 360 Feedback tool to help employees build and inculcate the leadership skills to meet tomorrow’s leadership needs in an organization. “360 Feedback is a highly effective tool for organizations looking to create a development process that continually builds the skills of their future leaders and current leaders. Our 360 Feedback tool is an excellent way of kick starting that process,” says Mark Hitchner, Head of Operations at AlignMark. Through its process, reports, and personalized feedback and coaching, AlignMark is laser-focused on helping employees experience real, lasting performance improvement.
Applicable across numerous industries, AlignMark’s products can be configured according to the needs of organizations of any size. In an instance, individual Chick-fil-A owner-operators implemented AlignMark’s video-based job application to streamline the hiring process while improving applicant experience. Before collaborating with AlignMark, the company hired candidates the old-fashioned way, wherein candidates would visit the store, ask for a paper-based application, complete it, and wait for a manager to speak with them. This process was both time and labor-intensive. With the help of AlignMark, now they can save significant time in hiring and implement active recruiting through an interactive application process, which has resulted in a significant increase in their offer to acceptance ratio combined with some of the lowest turnovers in the entire system.
Jaffee mentions that one of Chick-fil-A applicants’, Kai Higgins, remarked, “The site was very fast and easy to navigate. We were able to submit our application within five minutes, with the same information we been including on traditional paper applications (which have been taking on average 30 minutes.)”
A Rich Legacy of Innovation and Premier Service
Throughout its 44-year-old rich history, AlignMark has prided itself on being “innovative.” Hitchner adds, “While we have a long history, we do have a number of ‘firsts’ as far as utilizing technology to deliver sound content and good data. We consider ourselves as a startup. We’re nimble, and as such, we can change and adapt. Most importantly, we intently listen to our customers’ needs.” Over the years, the company has set a benchmark with its unparalleled white-glove service to clients. Although AlignMark’s solutions are simple and easy to implement, without unnecessary bells and whistles, the company involves its clients through the implementation process and performs all the heavy-lifting for them through its Tier 1 customer service.
"We have been in the business for over 44 years now, blending good science and content with technology to provide a more cost-effective and efficient system of tools for companies to use in their hiring process"
Jaffee remarks, “Our solutions are cost-effective, efficient, and deliver a huge return on investment for our clients and customer organizations.” Moreover, the solutions are highly integrable and flexible; for smaller organizations, AlignMark’s solutions are fit to serve as their back-end systems, while for larger clients, they can be easily integrated with existing HRIS or applicant tracking systems. With such robust solutions, AlignMark has conducted over six million assessments for clients and has collected a sound database, which it continues to research. On the assessment side, the company upholds a fair, valid, and legally defensible way for clients to process and hire their applicants.
AlignMark also fosters a splendid work culture with transparency and productivity ingrained in every step of the way. Such a healthy culture empowers each person to contribute, voice their opinions, and be independent. “Everybody is humble and open to feedback. There’s no defensiveness. We pride ourselves on our culture of clarity and proactivity and hold a very high retention rate. If we are doing a good job of making people that we work with successful all around us, then we are definitely going to succeed as a company. And that is exactly where we focus on,” remarks Hitchner.
With the COVID-19 pandemic defining new workplace paradigms, more organizations realize the value of video-based assessment methods in radically improving the application experience for candidates, especially millennials. With that in mind, AlignMark plans to include additional add-ons in its solution so that they are utilized by more organizations, which are attuned to their growing needs. “In this changing economy, the need for advanced technology to recruit and find suitable candidates is more than ever. We are here to help companies with our consulting services in any possible way that we can—it is our way of helping give it back to communities and organizations. Keeping the current situation in mind, we are going to bolster our solutions with the latest technologies to make them more effective,” notes Jaffee.