Build it and they will come. It’s true. Employers that have strong recruitment brands have an easier time of it when it comes to recruiting and hiring. And, there are many ways in which to do it that include proper use of social media tools, referrals and more. But what about improving your candidate screening? You may be scratching your head and wondering how this can help. Well, put on your thinking cap. We’re about to rock your world.
CareerBuilder reports that designing an effective and efficient recruitment process is a cornerstone of success for business. Why? It’s because attracting the best candidates – those who make your business thrive – can indeed be made easier by careful development, delivery and improvement of a recruitment plan. Candidate screening is part of that process.
And, it seems that recruitment, assessment and screening processes that are candidate-centric attract the best candidates.
According to Staffing Resources, a staffing agency, your application and screening process should give candidates an idea of what they will encounter if they become your employee. From the moment they see your corporate career website to the effort it takes to complete the application and interview process, you want this experience to accurately reflect the high standards your company has. So, make sure the candidate experience is a positive and professional one.
While the human factor can never be completely replaced by technology, technology can help to make the candidate screening process less biased and more effective.
As part of an effective recruitment program, use at least one form of candidate assessment, which tests for personality and skill level in each candidate – in an unbiased way. Keep it positive and non-threatening by including it seamlessly as part of the application process.
And, don’t forget about reference checking as part of the candidate screening process. References are great way to gain insight into past and future performance. Again, make it easy for all those involved and remove as much bias as possible.
Noted author Jim Collins (“Good to Great”) encourages employers to “Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.”
If you have a well-planned candidate screening process, getting the right people in the right seats will not only be easier, but will lead to a stronger recruitment brand too.