Contemporary recruitment processes

Contemporary recruitment processes

 27 Jun 2019

Contemporary recruitment processes are constantly evolving and thanks to improvements in technology the ability to hire great talent and make better hiring decisions is improving.

At our MSBLeaders Breakfast Event last week, the topic of attracting talent into Mid-sized Businesses highlighted a stark contrast between the capability of recruitment tools available and actual implementation. 

These findings are echoed in a recent journal, which pin-pointed the need to fully understand the gaps in a recruitment process to appreciate the impact they may have on attracting and identifying top talent.

So contemporary recruitment practices need to address ‘five primary tensions’ to deliver an effective balance between process and output.

1. INNOVATION VS. EFFICIENCY

As an industry we continuously seek out new and improved tools to enhance the process of recruitment. Businesses and recruiters alike are often ready to embrace new hiring techniques but there needs to be a balance between expedience and effectiveness. Inefficient hiring techniques will deter candidates. A recent report indicating that to 60% of prospective applicants will quit the application process when it is too long or complex.  

Try and apply for one of your own roles to assess whether the steps in your process are candidate friendly

2. CUSTOMISATION VS. CONSISTENCY

Today's recruiting technology is great at customisation. Companies can customise everything from their application process to assessment tests to help detect applicants that are a good "fit". Whilst this is clearly a benefit for many businesses, when not implemented or controlled correctly, the adaptability can create inconsistences in data and leave hiring managers mistrusting and or not utilising information that could ultimately make the difference to a successful hire.

Ask yourself whether all the steps in your process are absolutely essential or just ‘nice to have’

3. TRANSPARENCY VS. EFFECTIVENESS

Transparency has become a hot topic in recent years. The thinking being that the more transparent a company is, the more trust it inspires among its applicants. However, there is research that shows too much information may detrimentally affect some processes. However, providing too much information, about the purpose behind an assessment, test or about the company in general, could influence a candidate's performance since they may attempt to “skew” the result.

Non-essential information can lead to increased unconscious bias so look at what you actually need to know

4. WIDE REACH VS. COHERENCE

For years, employee referrals have been a vital part of the recruiting process and the surge of social and professional media outlets now gives MSB’s an even larger recruiting pool. However, one of the biggest problems with this concept is that companies can lose control of their message which in turn can confuse or deter applicants. 

Review the effectiveness of referral programmes in terms of the quality of candidates attracted

5. DIVERSITY VS. STANDARDISATION

MSB’s ranked diversity as one of the most important trends affecting the recruiting process today. One of the problems is the level of standardisation found in recruiting processes. This can limit diversity, so tailored talent assessment solutions that take into account the functionality of the appointment, as well as a company’s culture and goals, will help to avoid this issue and foster a high performing and diverse workplace.

There is no doubt that great advances in the recruiting process have created more efficient hiring practices. 

Review adverts, processes and interview procedures to spot elements of the process that impact diversity

At Tindall Perry we have found that by introducing data driven recruitment processes, which measure the key innate traits and behaviours in line with the businesses we are recruiting for, we are able to attract, assess and on board the best talent.

 

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