Table Of Contents

Any manager will tell you that hiring someone new chews up valuable resources and can cost more if you make the wrong choice. Humanology’s clever use of technology and understanding of what makes people tick is helping organisations across the country find their next star recruit faster and more affordably than ever before.

Recruitment has changed little over decades and can involve around 11 steps – defining the role, advertising, responding to enquiries, assessing applications, shortlisting, meeting the candidates, meeting them again, reference checking, making the offer, negotiating the contract and finally, advising unsuccessful applicants.

While managers can alleviate some of the burden by outsourcing recruitment to agencies, the usual process used takes a long time which makes it expensive in productivity terms.

The Humanology approach is a shift in recruitment thinking. Psychometric testing, which other recruiters typically reserve for only executive roles, is core to Humanology’s methodology and can later be used by clients to manage and motivate the successful applicant when they’re in the role.

The Humanology approach is a shift in recruitment thinking.

Getting the right person on board is about more than finding the right technical skills says experienced recruiter and Humanology founder, Mel Blondell. A person’s values and beliefs – and how well they align with the organisational culture – is critical to how quickly someone will settle in and how long they’re likely to stay.

“People interest me. How a person behaves at work and the environment they need to thrive is different for each of us,” said Mel.

“If you have a role that requires extreme attention to detail, say a finance officer, we need to find someone who loves being accurate. If we are looking for a receptionist, then we need to put a person there who is a specialist at building relationships. Yes, you need the right skills but it’s important to remember that each of us is ‘human’ first.

“We’ve flipped the recruitment process on its head by starting with fit. We embed videos and psychometric testing in the application process – we don’t leave them until after interviews or skip them altogether. We review every application as soon as it arrives against the success factors for the role. We never publish a closing date because applicants can already be along the recruitment pathway with another potential employer. Assessing as we go and moving quickly gives our clients a strong pool to choose from.

“Within a week of posting the job ad, our clients can be interviewing a qualified shortlist of candidates armed with a carefully crafted set of interview questions. The whole process is underpinned by technology to ensure communication is streamlined with every applicant and every referee,” Mel said.

“Within a week of posting the job ad, our clients can be interviewing a qualified shortlist of candidates armed with a carefully crafted set of interview questions.”

Humanology jobs are listed on all the main paid job platforms as well as all the free job boards and social media channels. This casts a wide net and attracts a large applicant pool, regardless of the role.

“We help our clients fill any non-executive role, from plumbers and electricians to accountants and customer service people, people managers and receptionists. We’ve even placed funeral directors, benchmarking their psychometric testing against event planners because they need the same kind of personality and skills to be successful.

“Importantly, our clients will spend less time meeting people who aren’t a fit and have more information to help them find the person that’s right for them. We are so confident in our method that we will replace the person if they don’t work out for any reason in the first 6 weeks,” said Mel.

Ready to do recruitment differently? Contact the Humanology Team.