How to re-tool your hiring process

A perfect moment to hit the pause button and reconsider your approach to spotting talent.

In times like these, when recruitment may not be firing on all cylinders, it's the perfect moment to hit the pause button and reconsider your approach to spotting talent. In the following paragraphs, we'll delve into some unconventional yet refreshingly effective strategies for refining your recruitment game.

Craft Laser-Focused Job Descriptions

Think of job descriptions as your initial pitch to potential candidates. They should be more than a laundry list of qualifications and responsibilities. Liz Kofman-Burns, co-founder of Peoplism, a consultancy focused on diversity, equity, and inclusion, highlights some key elements to include in your job descriptions:

  • Clearly define the essential skills required for the job.
  • Articulate the impact the candidate will have in their role.
  • Describe what success should look like within the first six months.
  • Showcase your organization's core values.

Move Beyond CVs

Relying solely on CVs and cover letters can be limiting. Not only is sifting through stacks of them time-consuming, but they often fail to provide a holistic view of a candidate's potential. Moreover, CVs can inadvertently favor certain demographics and promote self-promotion. In the pursuit of diversity and fairness, consider using alternative methods such as a well-crafted Google form with specific questions tailored to assess a candidate's experience and interests.

Streamline the Candidate Experience

Lengthy interview processes can be burdensome for both candidates and your team. Google's research suggests that four interviews are sufficient for making informed hiring decisions. To simplify the candidate experience, consider these strategies:

  1. Limit each candidate to just one interview.
  2. Include only those individuals who possess the authority to influence the hiring decision in the interview panel.
  3. Design practical exercises closely mirroring the job's essential skill set, with a team member reviewing them beforehand for refinement.

While this article provides valuable insights, remember that there's no shortage of wisdom out there. We recommend exploring the Intrro guide for further tips on creating an outstanding candidate experience. Additionally, maintaining an Applicant Tracking System (ATS) can help keep your recruitment process organized and efficient; you can discover ATS recommendations here.

"Everyone is scared of technical interviewing," but perhaps it's time to challenge the status quo. Career fairs and a narrow focus on top-tier university talent may not always yield the best results. Consider embracing a more inclusive approach by assessing technical skills. Interviewing.io demonstrated that a simple 15-minute coding assessment can level the playing field for candidates from diverse backgrounds. As you can see from their chart, the junior interns they analysed were very competitive versus senior grads:

Test results of new grads vs. interns show little difference, thus making the case for technical interviews to measure technical skills.

In a world characterized by change and uncertainty, adapting your recruitment processes can fortify your business for the future, ensuring that when the financial storm clouds eventually clear, you'll be standing stronger than ever.

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