At present, there is a very large labor pool. Therefore, it’s a great time for recruiters and human resources departments to dust off recruiting processes and review prior practices to ensure they are efficient, cost-effective and yielding positive contributors for your organization. Lack of qualified applicants ought no longer be a reason to delay the hiring process or affect time to fill measurements.
I challenge you to a self-audit of your current processes:
- What is your current recruiting strategy?
- Who interviews? Why? Are they trained in interviewing skills?
- What is the timing?
- What types of interviews do you conduct and/or how many: initial telephone screen, one on one in person, panel interview?
- Are you asking the right questions: traditional vs. behavior based, to best learn about candidates’ competencies, skills and knowledge?
- Do you utilize a pre-assessment tool? If so, is it working?
- In addition to competence, how well are you assessing the compatibility and chemistry of candidates with your organization? What is your attrition rate?
In order to hire the right people for your organization, it’s imperative that you have the right process in place with the right people driving and executing your interview and recruiting processes.