Monday, December 23, 2024

HOW TO FIND THE RIGHT EMPLOYEE IN A HIRING POOL?

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The number of graduates passing every year is overwhelming. While this might seem like solving the unemployment problem but such is not the case. The escalating number of college graduates come with a talent shortage. They might have theoretical knowledge, but they are not skilled enough to practically implement the learning.  Cramming might have worked up to college, but that is not going to take these candidates anywhere in their life ahead, especially when it comes to landing a decent job. 

Did you know that 48% of global employers report talent shortage as their primary challenge? 

Do you fall in this bandwidth? Are you also struggling with similar problem sorting through resumes but failing to find any candidate who you think would best fit the position?

Also, per a recent statistical report shared by CareerBuilder, 86% of companies admit to having hired the wrong person for a position. 

Being completely aware of the repercussions of wrong hiring, did reading the aforementioned scare you? 

Don’t want to risk the productivity, efficiency, and reputation of the organization due to minor negligence in your hiring strategy? 

Then it’s time you work on your hiring strategy to carefully select the right candidate from the hiring pool.

It all starts with a hiring pool, but what is it?

Hiring pool is the number of candidates that have applied to a particular position. The hiring pool is continuously growing with the inception and advancement in the internet. Generally, a hiring pool size depends on the job description, experience required, the skill set, channels on which the job was advertised, the compensation, the intricacies of the application process. Your hiring pool defines the quality and quantity of candidates your job advertisement attracts, which directly addresses how the qualified job seekers perceive you as an organization.

CREATE /REVISE JOB DESCRIPTION:

The first thing that spikes up a candidate’s interest in applying for the job is the job description. Organizations overlooking it often end up with under or unqualified candidates who harm their business in the long run. Make sure that the job description is detailed and specific. Accurately mention the responsibilities and the skill set, adding a few interpersonal skills that are required to match the work culture. Don’t forget to timely refine the job description so that the purpose of the position is reflected.

SCREENINGS:

Screening should be done in multiple forms, comprising pre-employment tests which include cognitive ability test, personality test, technical knowledge test, skill assessment test, etc.  It should start with giving out a standard question paper that a well prepared, a qualified candidate would be able to answer easily and those short of skill and talent will be assessed and disqualified in the beginning. Furthermore, it is necessary to perform multiple screening as it helps narrow down the right choices for the position. Screening can become a long drawn process, but you have to remember that the aim is to find a candidate that will contribute toward organization’s growth and the path won’t be easy unless you devise and execute competent hiring strategy.

VIBES CAN BE DECEIVING:

The first impression of a person might make them come off as a highly knowledgeable person with impeccable corporate interpersonal skills, but don’t make a quick judgment on that ground. Recognize the potential red flags in the behavior of the candidates along with scrutinizing their resume and make a well-informed decision.

DON’T BE BLINDED BY BRAND NAMES:

The person might be a graduate from a top-notch university or school, but at the same time, they might not even know the basics of the operation of the job they have applied for. Don’t fall for the schooled companies name on the candidates resumes. They should be able to clear the screening test and confidently answer any practical situation put in front of them based on their knowledge and experience.

Hiring is getting complex with the advancing technology and the shortage of talent.  The majority of the competitors staying ahead of the curve are the ones that have to hire dedicated recruiter from India to manage the entire recruitment process. 

These recruiters are proficient in structuring robust recruiting strategy that will make sure your organization only hires the best available talent in the market. Their industry-wide experience with the ability to strategize per the business goals and requirement makes them an ideal choice for an organization to trust their hiring upon. 

Recruiters are proficient in efficiently managing every aspect of the recruitment process, from sourcing to scheduling to onboarding, in accordance with the specialization and desired skills set. 

By hiring dedicated recruiters from India, not only will the time to the quality of hire ratio improve but you will no longer have to burden you in house team and the potential, time, money thus saved can be invested in attaining business objectives. 

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