Recruiting the best
Recruiting for modern jobs has to be strategic and organized. You have to source, screen, interview, and hire the right applicants. Be alert as there are many efficient methods for screening candidates. Select the right tools and be aware of hiring speed, entry barriers, budget, and convenience.
You have to be active and alert to attract top talent. Prepare a hiring strategy based on the job description and evaluation criteria. A standardized method is essential to convince the candidates that you are fair. A strong foundation is essential for a productive recruitment plan.
There are many structured screening techniques in the recruitment process. But before that, use proper inbound and outbound sourcing methods. Design an advertisement that highlights your company’s strengths and potential. Attract the right candidates and carefully screen all the applications.
Efficient screening methods
1.Sort through resumes
This traditional technique helps to sift through resumes. It is not the best method to identify the eligible candidates. Resumes are not the best indicators of skills and job suitability. But you can get valuable information to eliminate the frivolous applicants.
Focus on 1-2 page CVs with the most relevant information. Eliminate those with bad language, poor grammar, and scattered details. Prioritize those with previous work experience even if their CV language is mediocre. Be careful about candidates who specify unrelated work experience.
A teaching position is hardly relevant for a software developer job. Resume screening is exhaustive but useful to picture the candidate’s potential. However, this method depends on the applicant’s integrity. This method also leads to bias in gender, age, work experience, etc.,
2.Cover letters processing
You have to specifically ask for a cover letter while sourcing applicants. It is one of the best methods for screening candidates with writing skills. Those who write concise, organized letters send out a positive message. Eliminate those who failed to follow your CV format instructions.
Also, reject the lazy ones who stick to standard templates. This method is efficient in understanding a candidate’s personality. It can be time-consuming or you may get very few letters. But those who are persuasive, communicative, and experienced are more eligible.
3.Applicant tracking system
A company will receive CVs and covering letters from thousands of applicants. You will have to spend a lot of time and energy. But there is a way to outsmart your business with Applicant Tracking System. It is a software program that quickly runs through all the applications to select the best candidates.
This screening method speeds up the hiring process. Large enterprises can afford to install an efficient tracking system. But small and medium companies have to settle for open source or free software. They rely on keywords to categorize the eligible
candidates. The system can miss out on some bright applicants. It does not reveal much about skillsets either. Thus, always stick with a reliable applicant tracking system.
4.Checking references
It is the best method to screen for an experienced candidate. This technique is the base method for 8 out of 10 HR consultants. You can check a candidate’s performance with a previous employer. It is a very efficient method if you are hiring for senior positions.
You can use email or phone calls to contact the previous employer. Specify who you are and extract the relevant information. Patiently await their response and mention the new position’s skill sets. However, you may not get accurate feedback due to time constraints, politics, and confidentiality clauses.
5.Social media inputs
It is one of the modern screening techniques in recruitment. The new age candidates leave a digital footprint on the Internet, and you can easily google and check their social media profiles. You can also search for websites, online forums, and media articles for more information.
Background checks on Facebook and Twitter will reveal their personality. But you need more probing to find more about their professional skills and experience. It is not an objective screening process as the focus is more on negatives. You might miss out on good talents due to a candidate’s poor online reputation.
6.Skill assessment
It is one of the most popular methods for screening candidates. Picking a motivated applicant who cannot do the job is futile. So, a pre-employment test helps to evaluate a candidate effectively. You can screen for real-world skills and save precious resources like time and money.
This method will reveal more about a candidate than resumes and reference checks.
You will also get to see the candidate’s performance. An unbiased test can be effective in quickly eliminating all the ineligible candidates. However, creating an objective test can be difficult.
7.Paid trial projects
Large companies benefit from such screening techniques in recruitment. They can afford to train the candidate and offer a short term contract. A 30 day or 3-month trial will reveal the candidate’s true potential. This method is useful in extracting sustained performance from the employee.
Paid trial projects are efficient in lowering risky recruitments. You can assess the candidate’s performance and commitment levels. The newbies will also have a chance toadapt to the company’s work culture. But this method is unviable for small companies due to time limits and high costs.
8.Phone interview
Phone screening is a standard and effective hiring technique. It is convenient to gauge a candidate’s communication skills. But you have to conduct a proper interview and record the calls. Or you can note down the replies, to a consistent set of questions, in a worksheet.
This method requires planning, scheduling tools, and considerable time. You may also have to prepare score sheets or ranking protocols. The preparation is difficult as the candidate’s availability is a major issue. With phone calls, you may lose out on skilled but inarticulate candidates.
9.Video screening
Modern companies rely on video screening techniques in recruitment. It is the most efficient method after a walk-in or personal interview as, you can assess the candidate’s personality, body language, and presentation skills.
You have to prepare in advance and work out the schedules. It takes time and effort to prepare checklists, scorecards, and questionnaires. Candidates who make great presentations may not perform at a similar level on the job. You have to contend with poor connectivity, video quality, and noise.
10.One-way video interview
This type of screening process is fast and effective. You have to email questionnaires and wait for the videos. You do not have to worry about scheduling and time zone differences. It is more effective than a misleading phone interview. However, the applicant has to respond positively.
The screening technique saves time as you rely on asynchronous technology. The onus is on the applicant to conduct a self-interview. It may not be the most appropriate method for screening senior executives. Applicants may also drop out midway because of complex eligibility criteria.
Conclusion
To sum up, there is no single efficient recruitment technique. You have to understand the reasons why candidates drop out of hiring. Then, choose an ideal screening procedure for a specific job position. You can also combine a couple of these methods to save time and effort.
For example, phone and video screening combine very well. It is one of the ultimatemethods for screening candidates. Before proceeding with the interviews, collaborate with the hiring team. Communicate the job benefits and growth potential before making a final offer.