Ever tried prospecting for gold? It’s a painstakingly laborious task that is well known for its poor results; particularly in years gone by. Technology has since made searching simple and enables prospectors to narrow down the search with less fuss, time, and energy. HR professionals and recruitment consultants empathise with prospectors as they sift through hundreds of CV’s looking for the gold. What’s exciting for them is that, like gold prospectors, they can now utilise technology to narrow down the search.
Solutions such as requesting a video CV and using applicant tracking systems offer the metal detector technology that HR professionals and recruitment consultants in modern time would never dream of working without.
Successful recruitment is based on well developed processes involving strategic placement of your job openings and building a vast reliable network based on true relationships. Here are five quick secrets that some of the most powerful recruitment consultants use to implement a successful hiring process that can get your job done faster and more effectively.
Clearly Define the Employee Outcomes and Competencies
Understanding exactly what your candidate needs to accomplish in the role is the critical first step in the process. Without identifying clear employee outcomes and competencies you will not know if you are fishing for tuna or salmon. Avoid confusing this with a job description which outlines basic roles and responsibilities. Identifying outcomes and competencies enable you to draw conclusions on the skills and expertise you require more effectively by simply considering what tasks needed to be completed within the role.
Use an Applicant Tracking System
There are a number of highly effective applicant tracking systems including Taleo, Kenexa-Brassring, Jobvite, ICIMS and Success Factors. If you need to be compliant with the OFCCP, EEOC and other regulatory groups, chances are that you will be on a compliance-oriented ATS that enables you to quickly produce the necessary reports.
For those that do not require compliance, Applicant Tracking Systems are still an incredibly efficient way of ensuring that the recruitment process is effectively managed and organized.
Attract (the right) Talent
There are a number of ways to attract talent. Working your network can often be an incredibly effective and time efficient way to source good talent. By keeping in touch with your network you keep the communication lines open and ensure quick responses to your request. It is a small world and someone in your network is bound to know a solid applicant for your current job opening. Always continue to communicate with applicants that were strong but not quite right for a particular role. They may be perfect for a future opportunity and having an established ongoing relationship will allow you to discuss the opportunity with them as new roles arise. LinkedIn can be a very effective tool in allowing you to grow and nurture your network.
Online job portals such as Indeed and Monster are effective at attracting talent but they also attract a lot of non-qualified applicants. Being able to effectively manage the mass influx of CVs that often come from online job postings is difficult – as you need to sift through every CV. A simple solution is to request a video CV alongside the application to enable you to see the personality of the applicants not just the PDF. CVid is a solution that allows you to drastically reduce the amount of time you spend reviewing CVs and subsequently interviewing non-qualified applicants by presenting you with a brief two minute candidate prepared video CV response to three pre-selected questions of your choice.
The selection process is perhaps the most important stage of the recruitment cycle because a bad hire can have a devastating effect on any business. HR professionals and recruiters invest heavily in the pre-hire process by reviewing CVs, conducting phone screenings, performing first and second round interviews, phone referees, and conferring with colleagues.
Getting the right people to the interview stage is the first challenge because CVs often embellish applicant talent. HR professionals and recruiters spend hours interviewing candidates who are not suitable. Requesting a video CV enables you to obtain video responses to three pre-selected questions of your choice, then rating, tagging, sharing with colleagues and shortlisting candidates. This is an easy way to significantly cut down the time invested in the first step whilst also dramatically increasing the chance of success. Receiving a video CV replaces the traditional phone screening or first round screening interview.
After reviewing the video CV the next phase of the interview process should be structured in such a way that you can identify, through patterns of past behaviour, how likely someone is to perform in the future. Asking questions that provide you with a deep understanding their story – highs and lows, attitudes, behaviours accomplishments with reference to their objectives – will dramatically increase your ability to pick winners and avoid those that are unsuitable.
After candidates have used their video CV and interview to sell themselves to you it is critical that you convince them that you or the company you represent is a right fit for them. You want them to be enthusiastic about joining, passionate about the role you are offering, and motivated to go above and beyond to help them become valuable assets to your team. You want the right candidate to say yes. Not because they need a job but because they want the job you are offering. Avoid letting them accept an offer from another organisation. If they have the talent and the skills to be a valuable asset to the team make sure they feel welcomed and at home with your company or client.