To conduct a recruitment procedure effectively, you need to be strategic. No employer can afford to appoint misplaced employees that may lead him or her to invest their valuable time conduct a re-recruitment process for the same post. Hence a set of flawless employee selection strategies that cater to your needs, as well as your candidates’.
Sometimes, repeated re-recruitment for a valuable position can be harmful to the natural progress and growth of a company. Therefore, you need to appoint genuine candidates who will enrich your human resource and contribute to your company’s growth.
Here are some strategies that you can apply to get the right employees for your vacant posts:
Analyze the Job Requirements
You need to analyze the job to be offered to the applicants.
The analysis includes:
- Detailed job description
- Specific roles to perform the job
- What kind of responsibilities need to be taken
- The specific tasks need to be performed
This detailed analysis is required to set the requisite job criteria for the candidates.
Identify the Required KSAs:
Sort out the required knowledge, skill, and ability, or KSA, for the job you are offering. You need to be very careful that proper qualification and experience profile, based on KSA, is asked for in any job post.
If anything extra is mentioned in the criteria that can attract applicants who are not ideal, get rid of it. You don’t want to waste your valuable time. Again, if any requirement is missed, you may not get the right candidates.
Plan How to Assess KSAs:
When you get the required KSAs, you need to plan selection methods to judge the exact level of the applicants’ KSAs. The selection methods need to be foolproof and prepared according to the needs of the job offered.
You can assess the KSAs with the following techniques:
- Background checking: Get an overview of each candidate’s ability from his/her educational as well as professional background.
- Taking interviews: Face-to-face interviews are very much fruitful in understanding a candidate’s KSAs.
- Personality Testing: Test the candidates’ personality to determine whether they have any personality disorders.
- Cognitive assessment: Cognitive assessment is the test of a candidate’s knowledge in the required area. Knowledge can be judged by the question-answering method, or you can implement a written or online assessment.
- Aptitude testing: Aptitude tests cover numerical ability and reasoning tests. This cannot be tested orally. In this case, you need to use a written or online assessment.
Plan Methods that are Reliable and Valid:
Make sure that the methods you plan to apply are reliable and valid. You need to check to see if there are any loopholes. A robust repository containing full-proof methods is one of the most vital parts of recruitment strategies a company must possess, to get everyone on the same page.
The pattern of the tests you administer should coincide with recent trends among job tests. If you use an outdated test style, the applicants might be unfamiliar with the system and the results might become skewed, leaving you with ill-fitting employees.
Adopt Multi-Round Selection:
Make your selection procedure multistage. Your job applicants must face the selection procedure in various rounds like interviews, personality tests, skills tests, and sample work performances. The more rounds you have, the better you can assess your candidate and get the accurate insights.
This will make your selection procedure easier and help you assess the actual abilities of your job applicants.
Think for a Tech-driven Selection Strategy
At present, technology has crept into our lives like never before. Over the years, technological advances have revolutionized the world as we see it. Apart from making our lives faster and connected, it has also put important information on our fingertips. Leveraging technology in creating employee selection strategies can help recruiters find the right person for the right job.
Because in the recruiting process, innovation has a significant role to play. Right from finding the talent, assessing the candidates, and onboarding – in every stage, there’s tech that can help you sail through the recruiting funnel. Pre-hire assessment of the candidates is crucial for any business, as assessing your candidate before hiring prevents any post-hire shock. Harness the online assessment tools that are cognitive, intuitive and built with smart technology churning out the best-fit for a job role.
Simply put, merging technology into your employee selection strategy can help your recruitment process develop and improve. This will help your business in the long-run with augmented productivity and savings on the resources.
Make Elimination Based Selection:
You can eliminate the candidates who fail at any stage of selection. This will help you to get fewer eligible candidates for the tougher rounds. Judging fewer job applicants in the final round makes your work easy and you can get the right candidate. Generally, this is a popular procedure used in the selection strategies for HR.
But, if you are applying this procedure, you need to make sure there are no unnecessary or unnecessarily tough questions in the early rounds, as this can eliminate a valuable candidate without judging his/her proper skills.
Take Decision on Overall Performance:
You can also select a candidate based on overall performance in all the rounds. In this case, let the candidates face all the rounds and then add all of their scores together to produce the final score. Now, you can select the candidates based on the final score.
This is a flawless procedure to get the right candidates. But one disadvantage of this process is that it is more time consuming than elimination based selection.
Adopt Gamification into the Selection Process
Assessments are an integral part of a successful employee selection process. Recruiters must assess each and every candidate during the interview session to get a clear understanding of their skills and expertise. As well as know the person beyond their CVs.
However, assessments often become a tad boring for the candidates and they tend to lose their patience. Well, to make their experience a little bit quirky and out-of-the-box, recruiters can think of Gamification. Instead of the usual pen and paper tasks, filling up the questionnaires, taking the surveys, why not switch to online assessment platforms where things are super cool and easy.
The user experience also happens to be amazing on these platforms. The interfaces are custom designed with engaging visuals, videos and other elements to attract the attention of a candidate so that they engage more and give their best responses. If you put a little effort into making your candidates’ experiences unique, you shall get the real gem out of several Tom, Dick and Harry.
If their experiences are unique, the candidates would take more interest in the assessment session, give better answers – ultimately yielding a better insight about each of them, empowering you to make informed decisions.
Take up a Retention Strategy:
When you can get the right candidate, it is highly essential to appoint and retain the candidate. Give lucrative offers and career opportunities to the selected candidates so that they cannot leave your job offer for a better offer.
It is also crucial to make a candidate join with complete satisfaction that they have made the right decision. This will get the best work out of him/her. Selection strategies should be carefully drafted so that it is a win-win for both parties and is unbiased in all senses.
Without the correct strategy, challenges are inevitable. Effective selection and placement strategies are imperative to find the right talent for your company and acquire them. There are myriads of talents out there; you just need to chalk out effective employee selection strategies to drive away the hiring risks. And given the current transformation in the global work culture due to the novel Coronavirus pandemic, more and more such selection strategies will be needed for every business to conduct remote, yet accurate hiring process.
To conclude, we can recall the great quote of Morris Chang, the CEO of TSMC – “Without strategy, execution is aimless. Without execution strategy is useless”. Therefore, apply the strategies and appoint the right candidates to your vacant posts. Testofy can solve all your assessment related woes and empower your recruitment process so that you make informed decisions for your business. Contact us if you have any requirement for effective selection and placement strategies for your hiring. With Testofy, experience the ease of your mind like never before!