In today’s era of cut-throat competition in the job market, the main objective of recruitment is finding a promote, easy, and the most accurate way to automate candidate short listing. Recently, in a survey of talent acquisition, leaders found that 46% struggle with attracting the strong candidates in the current candidate-driven talent market and 52% of talent acquisition leaders say the most difficult part of their job is short listing the right candidates from a large applicant pool.
As organizations have started embracing the idea that recruiting the right talent and retaining them represents a competitive advantage, HR professionals are being challenged to plan everything they do to change the way organizations manage, support and hire the candidates. Despite these demands, the classic challenges of the recruitment process including finding, attracting, screening, and shortlisting candidates.
Over the course of your career as a recruitment professional, you’ve probably sent out hundreds, if not thousands, of resumes. It’s daunting to go through so many resumes, and it can be tricky to know where to start. In this post, we look at steps to make it easy to shortlist applicants to find the people you want to interview.
Before you start going through the resumes, it is important to define exactly what your ideal candidate will look like. Be strict about the criteria and anyone not meeting that should be quickly discarded to avoid the blur situation. The quickest way to shortlist is to do it in stages. Here are the stages explained to make your shortlisting process a cake walk.
The 10-Step Screening and Recruitment Process
Make a log and summary notes of all applications received for that particular position. Decide on how many candidates you are prepared to interview.
Identify the essential attributes you need for this position. Experience, qualifications, education or any specific skills you’re looking for.
Consider the desirable qualities that will fit for the job role, review the final list and reject altogether those who doesn’t fit – that way you won’t be tempted to revisit them.
Apply the essential criteria to all the shortlisted applications and select the long-list of no more than 6-8 candidates per position – use a scoring matrix.
Prepare your interview questions and invite those ‘selected’ candidates for the 1st stage interview – consider who brings the additional experience, skills or resources that will benefit your company.
Want to speed up the interview process? Conduct group interviews for better skill assessment of the candidates and this would give you clues as to what makes them tick?
Reduce your ‘long-list’ to 4 to 5 candidates and make sure to include those candidates who could justify the role and suit your company’s culture.
Take the technical interview to check their knowledge and understanding about the job. You can also go for aptitude, IQ, and skills test to help you shortlist the best talent. Can you see them fitting in?
If you shortlist two candidates, consider a work-based trial to help you decide whether they are the best fit for the given designation or not.
Appoint and welcome them on the board.
Through the entire shortlisting process, remember to keep your standards consistent throughout the entire recruitment process and avoid bias at all times. Notify the unsuccessful candidates as it is a good practice, although you don’t have to be too specific. Also, a simple email thanking candidates for expressing their interest would be enough.
Now, all that you’ve to do is invite your candidates to interview.
David Beck is a skilled writer with great interest in recruitment industry. After working as an IT consultant for over a decade, he gained comprehensive knowledge and understanding about the IT recruitments. He stays abreast with the latest trends in the recruitment industry and loves to write blogs about the same.To know more Visit:https://nspirerecruitment.com.au/