The fast lane for candidates by Motiview at Recruitment Unicorns.

At Recruitment Unicorns in Pathé, Wim van den Nobelen took the stage last week with a message that made recruiters think about their own process: recruitment is full of information about what a candidate can do, based on the past. But what actually makes someone want to do the job?

Imagine two candidates with almost identical CVs. Same education. Similar experience. The right skills. Both perfectly capable of doing the job. On paper, there may be very little separating them. But put those two people into the actual working environment and their experiences can be completely different. One might get energy from constant interaction with customers. The other might find it exhausting. One might thrive on targets and competition. The other might perform far better in a collaborative environment. One might love the unpredictability of the role. The other might hate it.

A CV is essentially a historical document. It tells us what someone has done. Where they worked. What they studied. Which job titles they held. And from all of that information, we try to predict something much more complicated: Will this person thrive here?

That is quite a leap. Of course skills and experience matter. They always will. But they are only part of the picture. If we really want to understand whether a job and a person could work together, we should also look at what happens when someone actually experiences the job.

That is the idea behind Motiview.

Let candidates experience the job.

Most vacancies try to explain a job in words: Dynamic working environment, no two days are the same, customer-focused, lots of responsibility. We all know the language.

But what do these words actually feel like? What does customer contact look like at this company? What kind of situations will someone encounter on an average Tuesday afternoon? A candidate shouldn't have to discover the answer three weeks into the recruitment process. Or worse, three weeks into the job. Show them.

With Motiview, candidates experience realistic situations from the role through video. Not an abstract description of the job. The job itself, as closely as possible. While they watch, Motiview analyses their response to what they see. That gives the recruiter another perspective before the first conversation. But it also gives something back to the candidate: a much earlier look at what they are actually applying for.

And then comes the part recruitment desperately needs: speed

This is where these two ideas come together. Better insight should not mean a longer selection process. It should mean the opposite. Recruitment technology has a strange tendency to add steps. Another assessment. Another questionnaire. Another login. Another score. Another dashboard for the recruiter to review. While the candidate waits.

We believe technology should remove that waiting. If you can gain meaningful insight earlier in the journey, why keep a promising candidate sitting in an inbox until someone has time to review their application?

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That is the fast lane for applicants. Not because technology should decide everything. But because technology can help us get to the most valuable part of recruitment much faster: the conversation.

Maybe we’re asking candidates the wrong first question

For decades, recruitment has essentially started with: Can you prove that you can do this job? Send us your CV. Tell us about your experience List your skills. Write a motivation letter explaining why you want to work here. Then wait while we decide whether you are worth talking to.

What if we changed the order?

Let candidates experience the job. See how they respond. Give them a realistic picture of what they are stepping into. And when there is enough reason to continue: get them into a conversation.

Fast.

Because the goal of recruitment shouldn't be to build the most sophisticated selection process possible. It should be to bring the right people together.

From selection process to fast lane

That was one of the bigger questions behind Wim's story at Recruitment Unicorns. If technology allows us to understand more than what is written on a CV, what are we going to do with that possibility?

Add more recruitment steps? Or remove them? At Motiview, our answer is clear. We want to use technology to create a fast lane for applicants.

A route where candidates get a realistic experience of the job, recruiters gain additional insight and both sides can get to a real conversation sooner. Because ultimately, a candidate's future isn't written on their CV.

And the most interesting thing about someone may not be what they have already done.

It may be what makes them want to do what comes next.

Want to learn more about Motiview? Schedule a demo.