<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

What made me write this article is the agony of hiring managers they are going through and the problems recruiters are facing. Recently, a friend of my CEO visited our organization with a frustrated face. He was the Head for Marketing and Communications in his organization. My CEO asked him, “What’s your problem?”He started complaining about the employees who recently joined his organization. He said, “Recruiter is doing nothing. The candidate he selected doesn’t know the basics of marketing.”

Well! This is not the scenario in his organization itself. This will resonate with you if you are a recruiter or a hiring manager.

There’s a disconnect, largely based on desires and expectations not aligning. The miscommunication that too often occurs between recruiters and hiring managers is suppressing the hiring process. A successful hire wholly depends on the relationship between a recruiter and hiring manager and communication plays a pivotal role in hiring process.

recruiter_hiring_manager

 

Understanding where’s the Gap?

The traditional hiring processes are like: the hiring manager meets with a recruiter and tells him that they want the Gold Star – a candidate who has a specific skill set, will accept a less than adequate salary, work for long hours, and of course should be enthusiastic.

In few weeks, the recruiter forwards the list of names of selected candidates– almost none-of-whom meet the specified nearly impossible requirements. The hiring manager is left shaking his head, thinking the recruiter did not really understand what they wanted and recruited a candidate who is not fit for the organization or is a bad hire.

Bad Hire… Now what?

Bad hires happen. Recruiters make bad hires due to lack of attention and digging into candidates’ past work and real story. The time required to back-fill a bad hire and reinvent the requirement related wheel involves high-cost than simply getting it right the first time. Let’s face it, is kind of what companies expect from recruiters anyway.
And now you have to start the recruitment process all over again. There are ways where you can avoid hiring candidates that do not fit in the organizations.

1. Implement Assessments

The benefit of assessments is you can assess the competencies and skills of the candidates in a more realistic and engaging way. A 15-20 minutes test can be undertaken prior to the interview stage of the selection process. Integrate online pre-employment assessment software with the hiring process and evaluate candidates' skills for better hiring.

2. Take a Test Drive

Anyone can claim to be an expert in something and it could be anything. The only way to see if a candidate is going to work well is, give the candidate an actual problem or challenge with real work illustrative that the particular position was created to overcome. Yes, there’s money and time involved in these trials but it’s better to evaluate candidates then to create a mess and anyways it doesn’t cost you thousands.

There’s much responsibility on the recruiter’s end. I am not saying hiring managers are irreproachable in this disconnect, however, the recruiter should be the one driving the process to fix the disconnect and can ultimately be successful in hiring better candidates.

How to fix it?

When there is an opening in your organization, it is important for the Human resources department to check inwardly if there is any existing staff that can fit perfectly into that position. If none, the next step should be to look outwardly. When it comes to evaluating a candidate for the particular role, first understand the fundamentals behind what you are assessing - whether performance, motivation, problem solving, communication, management competency or whatever. This understanding will help you to decide exactly what you need to evaluate and then which assessment tools will be most appropriate to utilize.

The goals for Recruiters and Hiring Managers are the same. All want to make new hires and want top talent in-house as quickly and cost effectively as possible without sacrificing skill, talent, or company culture. Working together is the best way to ease the diligence of the hiring process and communication is indispensable to the process.

Nikita, Interview Mocha
Nikita, Interview Mocha
Content Writer at Interview Mocha

Topics: Recruitment

Related Posts

Benefits of One Way Video Interview!

Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.

Recruitment Trends To Expect In 2020!

In recent years the recruitment process has evolved and continues to do so! It is all about data-driven recruitment now, with a pinch of human emotions! Many new trends came in the recruitment industry over the past couple of years, years pass and trends change!

Employee Engagement Trends to Watch for in 2020

In a landscape full of expensive work laptops, catered lunch, and other fancy benefits, engaging employees today is harder than ever. Despite these perks, however, the New York Daily reports that 70% of US employees are miserable at work. This is a large indicator of how leaders are still having trouble stimulating engagement with today’s employees, which is a workforce more diverse and younger than ever before. As new developments in technology and social norms occur at such a rapid pace, keeping up with the changing workforce and knowing how to engage employees can get a little difficult. That said, we’ve outlined a few ways you can stay ahead and have listed the incoming employee engagement trends of 2020. Be sustainable The millennial generation, who are in-line to be the next executives, want to work for companies who are sustainable — and the numbers don’t lie. A survey conducted by Swytch found that out of 1,000 employees, 70% are more likely to work for a company that has a strong green footprint, with 30% leaving a company due to not having a corporate sustainability agenda. Fortunately, it’s not that hard for companies to adapt — even using renewable energy is something that most companies can do, as it’s not as hard nor as expensive as it was before. In fact, thanks to decades of improved technology, Marcus notes that it's cheaper than ever to generate power from a solar grid. This is mainly because the cost to make it has lowered, making it possible for solar-powered projects to thrive, and companies to get into sustainability. While it isn’t meant to be a marketing scheme, being sustainable also provides an opportunity for outward marketing and branding as well. Offer remote or flexible work schedules Today’s generation highly values a work-life balance, and by offering remote or flexible work options, you’re fostering a culture that values these principles. This will increase employee retention as they see their employers value the same thing they do. Not to mention, quality of work and productivity will increase as granting them control over their time lets them choose the work times and environments that are best for them. If you want to start offering flexible work schedules, transitioning isn’t as hard as you think. Our article on ‘5 Ways to Effectively Improve Employee Engagement’ explains that you can start by offering telecommuting days, which lets employees work from home for 2 or 3 days a week. Download time-tracking tools and messaging apps such as Slack or Microsoft Teams to make collaborating and transitioning easier. Remember to also train managers to handle their new team of remote/flexible workers, as managing a flexible workforce isn’t the same as a traditional one. Provide opportunities for growth With the current technology, employees have an easier time developing their skillset — but they don’t want to do this without an opportunity to grow. Providing employees a clear path for growth along with some guidance will make them more motivated to reach higher and engage with the company. Without this, employees will become stagnant or feel demotivated as there are no goals to reach within the company. That said, make sure to pair your employees with mentors, or let them know about the next step in the corporate ladder and how to reach it. Provide seminars, give them challenging tasks, and let them have more opportunities to grow through conventions or events. An employee who feels like they’re valued by a company enough for the company to invest in their growth is an engaged one, and there’s no better way to do this than to give them opportunities