9 effective ways to curtail the challenges in candidate selection

Hiring new employees is a long and arduous process for an organization. Post-pandemic challenges make it even more so. The script has flipped, and now employers need to attract the best employees instead of them coming to you. With the rise of remote work and more flexible working conditions, you need to show employees what makes you better than the next employer.

It could be you are getting hundreds of applicants if you have advertised online. It is hard to narrow down likely candidates. It is all about getting the right fit. Here are a few things you can do to simplify your recruitment process:

1. Make your brand transparent. This means getting on social media and showing everyone what your company culture is all about. Potential employees are going to look you up on the internet. It is a given. So, use social media to your benefit and post promotional and candid videos. You could post testimonials from current employees, job ads, backdoor looks into your organization, even a fun lunchroom video of an employee’s birthday party, for instance. Show why your company is a fabulous place to work!
2. Keep the application process simple. Filling out applications is the most hated aspect of a job search, especially for those filling out multiple applications. If your application process is long and involved, they may ignore you just because it’s too time-consuming. Keep it short and simple. After all, if you need more info upfront, you can always ask for their resume or CV.
3. Flexibility is important. With the rise of remote working, many employees have turned to gig working, which offers more flexibility in their working hours. This can be a cost-saving for employers should you choose to hire part-time workers. Full-time, on-staff workers might be ideal, but they are also very expensive and scarce in today’s economy.
4. Consider internal recruitment. It can be surprising the number of employers that are not aware of the talent right inside their own company. Internal recruitment is a critical, time and cost-saving enterprise that should be part of every company’s recruitment process.
5. Use a recruitment service. A recruitment service will hand-pick candidates for your position. A recruitment agency software automates the process of hiring full-time employees from job posting through the hiring process. Agency software can also offer analytics and insights into your hiring process. Some recruitment services even offer initial interview processing.
6. Try HR recruitment software. If a recruitment service isn’t an option, you could try it for your organization. HR recruitment software can be the answer to getting control of your recruiting and hiring process. They allow you to nurture your future talent pool, find great candidates quickly, manage your application process, and manage your temporary and contract workers. There is also the capability of creating a job board, templates for job descriptions, task management, and even analytics of your recruitment process. Most come with integrations with other HR tools, making for a seamless transition from talent pool to a full-fledged employee.
7. Outsource any part of your recruiting process. Recruiting is a daunting prospect, so don’t feel like you have to do everything yourself. You can outsource any part of the internal recruitment or external recruitment. You could go to a recruitment service, but you can also outsource anything from writing job descriptions, posting to job boards, conducting interviews, even checking your candidate’s references to gig workers.
8.  Behavioral assessments. In narrowing down your talent selections, you may want to consider a behavioral assessment for each candidate. It doesn’t matter whether it is internal recruitment or from an external talent pool, a behavioral assessment can minimize the challenges of finding the right person for the position. After hiring, skills can be learned or developed while in the position. Personality is something that can’t be changed. A person’s personality can and does affect if a person is hired or promoted. It can also determine if a person is suited for a leadership role.
9. Use a standardized interview format. This is something a recruitment service practices, and it is beneficial for a number of reasons. A standard format ensures that you are asking each applicant the same questions and scenarios and eliminates favoritism towards a potential candidate. It also makes the review process much easier when gauging the responses of the interviewee. This format helps tremendously when selecting the perfect person. You invest a lot of time and effort in finding the right person, so you need to make sure that the person you choose is motivated to do a great job for you. It goes a long way in reducing the employee turnover rate.

Take some of the challenges out of your recruitment process and make sure that you find your perfect candidate with these tips. Not only will you take some of the tedium out of the process, but you will also be able to narrow in on hiring bright, motivated employees who have the personal characteristics and qualifications to perform at the highest levels.

 

18/10/2022