6 Ways to Improve the Recruitment and Selection Process

6 Ways to Improve the Recruitment and Selection Process

It is very important to hire the right person for the job. Growth of your business as well as your company’s presence depends on it. Hiring the wrong person can cost time and money, and this prevents your company from moving forward. If you make a really bad hiring decision, it could cost you dearly. Your customers may stop working with you.

This situation puts significant pressure on HR professionals. The recruitment process, from candidate screening to recruiting, involves many layers, and the higher the number of these layers, the more likely it is to make mistakes. That said, there is a way to improve the process and even master it. What your company needs is to take a new approach and apply 6 basic recruiting principles.

Here’s how you can bring your recruitment and evaluation process to perfection.

   1. Diversify and Redefine Your Business Needs

If not enough qualified candidates apply for jobs in your company, the problem is clear. In 2015, researchers from Canada and the US suggested that poorly prepared job postings were the number one cause of this problem. So how do you post a good job? According to researchers, job postings should be more than just a list of needs. They should also be inspirational. Above all, a good job advertising should answer the question: Why is this company a good career and life choice for me?

   2. Use a New Approach to Discover Talent

If popular career websites haven’t helped you find what you’re looking for, you should dive deep into the candidate pool. Online mediums like Facebook job postings or LinkedIn are one of the best resources for discovering new talent.

Great opportunities can be discovered at networking events as well, but a better offline approach to recruiting is your employees’ advice. Your employees know everything about your company’s goals, culture, team dynamics and daily operations. Therefore, it is important to get help from existing employees for recruitment.

   3. Modernize Your Candidate Review Strategy

Many companies facilitate this process by first making a selection and then reviewing only the final candidates. This emphasizes what really matters and the technical and social skills of the candidates. For example, a candidate’s driving history will not help you determine if he or she is a good software engineer. To make your candidate review process more efficient, consider tailoring your screening process to the needs of each position.

   4. Attitude and Recruitment Skills Training

The approach to recruiting candidates based on attitude allows you to benefit from a wider pool of candidates. In addition, candidates who pass the attitude test are likely to be a good fits for the position. These people are the right people to learn, develop new skills, and contribute to your company’s future. It should not be forgotten that the skills required are changing rapidly in the modern age. The tools your employees will use in three years will be different from those they use now.

   5. Use Tools to Eliminate Prejudice and Improve Productivity

Much of your recruitment and selection process can be automated.

  • You can use artificial intelligence for filtering the candidates. Your recruitment process per candidate will be shortened and prejudice will disappear.
  • Some tools help you re-engage with past candidates. You can reach out to them if necessary.
  • Chatbots increase the participation of new candidates in interviews.

   6. Receive and Analyze Feedback from Candidates

A candidate who has just received a new job offer at your company is hardly interested in evaluating their hiring experience. On the other hand, a candidate who doesn’t do well in interviews will likely have a lot to say about your hiring process and your brand. You should use this opportunity to get feedback from candidates.

Source: Coassemble