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4 Ways to Improve the Recruitment and Selection Process

Hiring the wrong employee can cost you time and money, which hampers your progress. Make a poor hiring decision, and it may cost you more than that—your customers may start leaving you for good.

This a lot of pressure on human resources. From recruitment to onboarding, the hiring process has many moving elements and just as many opportunities for failure. There is a way to improve and master it, though. The only thing your company needs is a fresh approach and the following hiring hacks.

Below we’ve listed some tips for your recruitment and onboarding process. If you’re trying to do your entire hiring process remotely, check out our guide to recruiting and online training. If you’re recruiting and onboarding takes place in-office, then read on to learn how to improve your hiring process!

Employ a New Approach to Discovering Talent

If popular career sites haven’t helped you find the right candidates, then dive deeper into the talent pool. Along with Facebook job advertisements, LinkedIn is one of the best sources for discovering job seekers that fit your needs.

Great opportunities can be discovered on networking events as well, but there’s an even better offline approach to talent recruitment—employee referrals. Your staff knows everything about your company, its goals, culture, and team dynamic, and day-to-day operations. Nobody is better equipped for talent recruitment than existing employees.

Streamline Your Background Check Strategy

Many companies are streamlining this process by making a selection first and then screening only the final candidates. This puts an emphasis on what’s truly important, and what’s candidates’ hard and soft skills. Plus, reversing the order helps you make the final decision faster.

On a related note, some roles don’t require certain screening tests. A candidate’s driving history, for instance, won’t help you identify if they’re a good software engineer.

Start Hiring for Attitude and Training for Skills

By prioritizing work ethics, flexibility, and teamwork over expertise and technical skills, this recently popularized approach to hiring helps build dynamic teams.

Hiring for attitude allows you to access a wider talent group. Candidates who pass the attitude test can make better employees in the long-term. They are in the right mindset to learn, develop new skills, and contribute to the future of your company.

Besides, necessary skills change fast in the modern age—the tools your employees will be using in three years will be different from the ones they use today.

Keep Optimizing Your Onboarding Program

Selection is not the last step in the hiring process. Your employer’s brand depends on your willingness to help new hires adapt to a new work environment and get used to their day-to-day responsibilities. This part of the process is called onboarding.

The most important thing every employer should understand about onboarding is, that it cannot be rushed. On the contrary, this should be a continual practice. To avoid spending more time and money, use LMS software to train for skills.

Conclusion:

Set objectives and measure if and how well you’re meeting them. If it takes too long to even think about hiring when you have open positions, define goal to reduce the time from requisition to hire. If you have too few candidates or applicants to review, add new sourcing methods with the objective of expanding candidates by 10 or 15 percent. Test how fruitful upgrades you’re making are and survey them for gaps or inconsistencies. If you add a video meeting to pre-screening, measure how it added to your recruiting cycle.

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