Corporate Services, Inc.
208 Kishwaukee St. · Rockford, IL 61104
(p) (815) 962-8367 · (f) (815) 962-0940
www.corpserv.com

Is McDonald's new application process the future of hiring?

Posted:

If you want to attract younger employees, it is probably not a bad idea to allow them to apply using whatever technology they are most comfortable with. And McDonald's is willing to do just that.

McDonald's Australia — a part of the fast food giant that was rebranded as Macca's back in 2013 — recently announced it would be accepting applications via Snapchat. According to Evil HR Lady, Suzanne Lucas, job hopefuls can upload a short (10 second) video with a filter that puts them into a McDonald's uniform.

Using that short video, a recruiter can decide whether the candidate should move on to the next step: the digital application process.

How it could work

For a business like McDonald's (or Macca's), the move seems like a very smart one. Most of Snapchat's 158 million users fall between ages 13-34 — and the largest section of that group is in the 18-24 demographic. That is exactly the group McDonald's is courting for entry-level work.

While this format would not work for experienced and skill-based positions — e.g., manager, non-entry level staffers — it allows entry-level job-seekers to apply in a format in which they are familiar and could increase the talent pool from which the company can hire.

So, if you are a company that relies heavily on inexperienced labor, it is probably worthwhile to keep an eye on how the McDonald's move is working out and consider rolling it out if you are looking to attract some extra attention to your hiring process.

Of course, there are several potential vulnerabilities of which U.S. human resources professionals need to be aware.

Potential problems

As Lucas pointed out, a video selection as the first round of the interview process could open up the door to a number of discrimination issues, at least under U.S. laws.

If a company wanted to implement the Snapchat interview, it would have to be extra careful it did not accidentally discriminate against any candidates based on race, gender, age, etc. In addition, the company would have to have another method for candidates to apply (McDonald's/Macca's does on its website).

In addition, a company would have to make sure it was not systematically weeding out older prospective employees. While older employees certainly can — and do — use Snapchat, the bulk of the messaging service's users are under 34. That means a company would probably have to make sure a Snapchat interview process would not have a disparate impact on individuals over 40 to safeguard itself from potential legal issues.

Posted In: Human Resources, General; Hiring/Recruiting; Discrimination, Illegal

Want to know more? Read the full article by Jared Bilski at HR Morning

More News from Corporate Services, Inc.

Three Schemes Targeting Human Resources Professionals

In recent months, a number of federal agencies — including the Federal Bureau of Investigation (FBI) and Internal Revenue Service (IRS) — are warning employers about new scams targeting employees' direct deposit, W-2 and I-9 information. And these scams have wreaked havoc on scores of companies.more

Moonlighting While on FMLA Leave

May an employer require an employee taking leave under the Family and Medical Leave Act (FMLA) return to work after the employee was seen working his second job — refereeing school basketball games — while on leave? In this particular case, the employee was taking FMLA leave to care for his daughter, who had a serious health condition.more

Nearly a Third of Companies Will Pass Tax Law Savings to Staffers

Human resources professionals have seen plenty of news stories about giant corporations that are passing along the savings from the new tax law to their employees. But until now, it has been tough to get a picture of the number of employers that are actually going to make such a move.more