What differences in hiring practices have you observed between Fortune 100 companies and smaller companies?
Last Updated: 01.07.2025 09:22
assessment tools (quizzes, etc) - this helps score candidates more objectively so that recruiters can only focus on the high ranking people
applicant tracking systems (called “ATS”) - gets applicants to do more of the form-filling themselves, automatically disqualifies people based on pre-determined criteria
These include
Why do many Hong Kong Chinese look different from the Han Chinese in mainland China?
AI screening of resumes - also used to speed up the disqualification process
The percentages of applicants to actual hires vary widely between Fortune 100 and small businesses. As a result, larger companies are forced to use more tools and systems to help automate the process of finding the best fit.
Smaller businesses focus on cover letters, phone calls with applicants, and more subjective interactions. On a broad level, smaller businesses are quick to hire, slow to fire. Larger ones are slow to hire, quicker to fire.
social media recruiting tools - helps short-list people based on topics and areas of interest