Shortlisting and Interviewing
The fifth way you can get more value out of your recruitment function is by examining your shortlisting and interviewing process. The best hiring managers spend more time during the shortlisting process than any other part of the recruitment process! They screen out heavily and interview the most relevant candidates. The outcome we are seeking is to find the very best person for your role and the most accurate way of doing this is to ensure you are using a variety of candidate assessment techniques that will provide you an accurate prediction of how this person will perform in the position. Candidates should be assessed based on the selection criteria throughout the whole process and not separately through different stages of the process. So I just want to talk you through different candidate assessment methods you could use to increase your prediction of how suitable and successful a candidate will perform in the role.
Prediction Rating Scale
Areas such as length of experience, interests and reviewing their answers in an application without viewing their resume are not highly reliable selection methods to determine job success. They are useful methods to screen out unsuitable candidates and identify a list for further consideration, however, if in doubt about the applicant’s ability to do the role, do not rule them out, select a different selection technique to assess their suitability. For example, you could include telephone screening or video screening to find out more about the candidate. It is imperative you also think of how you will evaluate the candidates soft skills, as you can see these rate highly on the accurate predication scale. Conducting a 2nd round interview or including a presentation and demonstration in your interview process will increase your chance of accurately predicting the success.
The candidate’s suitability for job success should be measured against the selection criteria through all parts of the recruitment selection process. Each selection method becomes more reliable when used together with others.
Stay tuned for the final installment, Part 6 next week where we discuss how to reduce your recruitment related spend. Please follow us on social media to ensure you are staying up to date with this series or please subscribe to our mailing list by email firstname.lastname@example.org. If you missed the start of this series please visit our blog: http://harrisonmcmillan.com.au/blog/
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About the Authors
Dani Cuff and Jodi Walton are the Co-Directors of Harrison McMillan, an affordable yet effective outsourced recruitment solution. Together they possess almost 30 years of Recruitment and Human Resources experience where they have operated within local, national and overseas markets for various organisations including Government, multi-nationals, niche providers, SME’s and start-ups. They reached the point in their careers where they wanted to change the way things were done within the recruitment industry and this is why they started Harrison McMillan.
Harrison McMillan are a team of dedicated and highly experienced recruitment professionals who are here to help you with your recruitment support needs. We know you need to be free to get on with what you do best. That’s why we have created an affordable yet effective outsourced recruitment solution, where we behave as your internal recruitment team to identify and hire the right people for your business.
To find out more about Harrison McMillan visit: www.harrisonmcmillan.com.au