In today’s dynamic environment of exponential change and disruption, it is absolutely critical to have the right talent in your business to deliver on your strategic intent. Recent employment law reforms, including for example changes to the 90-day trial period, place a greater imperative on making the right hiring decisions.
This starts with having a clear picture of what the business need is and what people solution is required. Perhaps it’s a complete rethink of your organisational design or simply constructing a really concise job description for a specific role that clearly addresses the outcomes you need to achieve.
Drilling down to the actual recruitment process, there are many advances in this space that when used wisely, will really add value in terms of the approach used for assessing and recruiting the right talent for your business. You may have some tried and true processes in place but as with anything in business, remaining successful requires reinvention and new thinking.
Employers wanting to select the right candidate for their business should consider several different assessments, such as structured interviews, work sample testing, and reference checks.
Asynchronous video interviews are one of the latest trends in the early stages of candidate assessment - essentially a one way interview where candidates record their answers to specific questions that touch on core role competencies. This is of benefit at the initial screening phase and assists with efficiency, cost reduction and system standardisation.
At its core, structured interviews and assessments are essentially an approach to interviewing where each candidate is presented with the same questions. More deeply, its also about ensuring that you have a solid understanding on what characteristics and competencies are required for a role. In a structured interview you are essentially trying to predict job performance so you need to be clear on what competencies are required to deliver on the role requirements.
The role of interviewer is in itself a specific skill. If you are handling recruitment internally or have certain employees more frequently involved in this process, you might want to consider interview skills training.
Behavioural interviewing is another approach where questions are based on previous work situations and responses reveal the candidate’s skills, abilities and personalities. These types of competency-based interview questions generally start with “describe a time when…” or “have you ever…”. In terms of a response, the expectation is that the candidate will describe the situation, what action they took and what the result was.
Reference checking is often seen as a tick box exercise once a decision has been made. However, employers shouldn’t overlook the value that this step can provide in terms of candidate selection – and in fact it’s something that should happen prior to confirmation of candidate. A well-structured reference check can validate information about a candidate as well as delve into any areas of concern, particularly around behaviour.
Psychometric testing delves even deeper into personality as well as aptitude – bringing a whole new dimension to candidate assessment - it’s something we’ll discuss in a future blog post.
Like any sector, recruitment is constantly evolving and recruitment consultancies are continually trialling new techniques to ensure that the right person is matched to the right role. What doesn’t seem to be changing however is the human element that continues to bring value to the recruitment process.
If you are looking for direction and assistance on recruiting top talent for your business, get in touch with us.
The Decipher Team
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