What differences in hiring practices have you observed between Fortune 100 companies and smaller companies?
Last Updated: 30.06.2025 05:50
assessment tools (quizzes, etc) - this helps score candidates more objectively so that recruiters can only focus on the high ranking people
social media recruiting tools - helps short-list people based on topics and areas of interest
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.
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
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.