Ready to post a new job description but worried you won’t draw in the candidate you are really looking for? The employee selection process can take months to work through and has no shortage of paperwork for HR and the hiring team. Even after all the hassle, there are cases where the employee doesn’t end up working out. So how can businesses improve recruitment and hone in on the best candidate for the job?
1. Create a Thorough Job Description and Posting
When it comes to the employee selection process, employers often have their hands full with hundreds of applicants. Many applicants apply for jobs they aren’t actually qualified for, and often this is the result of a poorly worded job description. When creating a job description, you want to be as thorough as possible. Not only should you be listing what the job entails, but you should also be stating what qualities you are looking for in a candidate. Education level, years of experience, and applicable skills are all important considerations you should flesh out in your job description.
2. Pre-Screen Applicants
A vague job description is not the only cause for ill-suited applicants during the employee selection process. During times of high unemployment, many people apply for jobs outside their field and experience level. Before really digging into resumes and cover letters (if you still do that), pre-screening applicants for relevant skills is a good way to narrow down the stack significantly. When recently hiring a digital marketer, we were able to go from 300 to the top 27 applicants without any effort, just by using Toggl Hire’s skills tests.
3. Initial Screening
Initial screening helps further reduce the amount of interview time management HR are left with following the employee selection process. This type of screening is traditionally done over the phone. An initial screening can help narrow down your already-shortlisted candidate pool by catching any red flags, including the candidate not being prepared for the job or lacking an understanding of what the job really entails.
4. Make the Most of the Interview
After all the screening comes the interview. By now, your candidate pool should be narrowed down significantly. This is the best opportunity during the employee selection process to get to know candidates, get a feel for their personality, and determine how they will fit in with your team dynamic.
5. The Final Picks
After the screening and interview, you should have an idea of your top candidates. At this stage in the employee selection process, it is a good idea to review the information for each and select your first pick. You should also choose a runner-up in case the primary candidate does not accept the offer or fails industry-required testing, such as background or drug tests.
6. Check References and Other Requirements
Depending on the industry, applicants may need to pass background checks. While this is not always a necessary step in the employee selection process, it is important for specific jobs. This could also be an opportunity to perform character or personality testing to further understand how the candidate will pair with your team.
The Hiring Process Made Simple
Sound like an exhausting process? The employee selection process can take quite some time, but it is well worth it. You want to ensure the staff you bring on are qualified and ready to work with your team. With modern technology, there are effective tools at your disposal that will simplify the hiring process. Online assessment tools are a great option for companies looking to bring in new team members. Visit our website to know more.