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Gender bias can lead to productivity losses of about $2.8 million a year. Image: Unsplash/Christina @ wocintechchat.com Stay up to date: Workforce and EmploymentThe gender gap persists. Image: StatistaLicense and Republishing World Economic Forum articles may be republished in accordance with the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International Public License, and in accordance with our Terms of Use. The views expressed in this article are those of the author alone and not the World Economic Forum. Global Agenda The Agenda WeeklyA weekly update of the most important issues driving the global agenda SubscribeYou can unsubscribe at any time using the link in our emails. For more details, review our privacy policy.
 Congratulations, you’ve secured the funding for a new hire and advertised the job. Now you can sit back and wait as the applications roll in. Do you know that the average job posting receives between 75 and 250 responses?! With such a large application pool, finding the right candidate can feel like trying to find a needle in a haystack. How do you know who the best fit is? And, perhaps more importantly, how do you make sure you don’t reject your dream candidate by accident? Bringing in a seasoned recruitment professional can certainly help make the process easier. We’ll walk you through some of the key steps and be there along the way to support you and make sure the process is as straightforward and hassle-free as possible. Step 1: Define Your RequirementsWe’ll start by assisting you to define your requirements. This will happen during our initial consultation, before you even post the job opening. We’ll discuss and clarify the specific need in your business and established a rough idea about what the dream candidate looks like. We’ll also focus on precisely pinpointing the attributes (soft skills), personality and experience you want the candidate to have. Defining your requirements should be a team effort with all hands on deck. We’ll provide our opinions based on years of industry experience, but you should also ask co-workers, the person who currently holds the position and their co-workers or clients. We’ll finish the meeting by creating a detailed list, which we can then use to develop a matrix for screening CVs (see next step). Step 2: Screen CVs & Create a ShortlistScreening CVs can be a lengthy and time-consuming process. You don’t want to rush it as not paying enough attention to CVs or cover letters is a sure-fire way to miss the best candidates. Outsourcing to an experienced recruitment consultant can streamline the process as we’ll select a small batch of the most qualified applications for you to look through or take it one step further and choose the candidates that’ll receive an interview invite. Step 3: InterviewOkay, now that we’ve narrowed down the potential applicants to a small shortlist, it’s time to meet them. An interview is a fantastic way to learn more about candidates and assess how they’ll fit into your existing team. Asking them questions about their past experience also confirms and verifies the information on their CVs. When interviewing, you can either use a structured or informal approach. In structured interviews, you ask the same set of questions to candidates which makes it easier to compare their responses. Unstructured interviews are more like a conversation as you can ask relevant questions and guide the discussion to check out the candidate’s experience and soft skills. Both approaches can be beneficial, so we don’t recommend one over the other. It’s really about what you, as the interviewer, feel comfortable with and whether you’re able to think on your feet. You can read more about the questions that you can and can’t ask here. What to Look For in An InterviewAn interview is the perfect opportunity to determine if a candidate is the right fit. There are many ways to do this, but here are a few creative tricks:
Step 4: Ask Candidates to Complete a Practical AssessmentPractical assessments are a great way to pinpoint a candidate’s skills and can also serve as a subjective way to measure their abilities against other candidates. Our clients have the best success rates when they incorporate other forms of assessments into the interview process. We recommend using a practical assessment that closely matches the day-to-day responsibilities of the role; for example, if you’re hiring a copywriter, ask them to complete a writing sample or if you’re hiring an accountant, ask them to complete a quick problem-solving task. Step 5: Check ReferencesOnce you’ve found a candidate that fits into your team and matches your desired qualifications, we’ll check their references. It’s important to speak with their recommendations before hiring a new employee as referees can tell you about the character of your chosen candidate and whether their a good hire. They also provide additional insight into the candidate's experience, work ethic and relationships. Step 6: Provide a Formal Job Offer & Give Candidates FeedbackAfter we’ve checked a candidate’s references, we’ll provide them with a formal job offer. The formal proposal will include a start date, salary information and any other details that’ll help them decide to accept the job. Once they’ve accepted, we’ll provide constructive feedback to the unsuccessful candidates. From a job seeker’s perspective, there’s nothing more frustrating than attending an interview and not hearing back. Candidates will appreciate the feedback and may even apply for future positions. Take the Hassle Out of RecruitmentOur dedicated recruitment consultants are experts at finding the perfect new employee for your company. Rather than trying to navigate the recruitment process on your own, we can provide professional assistance to make the journey smoother and quicker. Get in touch with us today to find out how we can help. Other Relevant BlogsPerformance Management: How to Keep and Retain Top EmployeesRead about our insider tips and tricks to creating a performance management system, which will make employees want to stay. We’ll help you retain your top employees, so you don’t need to go through the recruitment process AGAIN! Questions to Ask in an Interview: What Employers Can and Can’t AskDid you know that nearly 85% of interviewers admit to asking illegal or off-limit questions? Make sure you’re not one of these interviewers by reading our blog on the questions you can and can’t ask in an interview. What’s the Difference Between an Employee, Worker and Self-Employed?Make sure you’re hiring the right type of employee and aren’t violating employee rights with our recent article. We talk you through the different types of workers and the rights they’re entitled to. |
Interviewing job candidates to assess their fit with the job and organization is part of Quizlet
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