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There have been considerable changes in the hiring landscape in the past few decades. In spite of technological advancements there are innumerous flaws in the art of hiring people. Biggest flaw in recruitment today is not recognizing behavior fitment - only technical skills are considered for job offer. Partly because companies underestimate importance of behavior fitment and more so because they don't have a cost effective, convenient way to evaluate it.
Why is behavior fitment important? In any workplace laziness, tardiness, rudeness, rumor mongering or any other attitude or activity lowers overall morale which in turn affects performance and client dissatisfaction. These two are most common side effects of bad behavior at workplace. Current process is too vague and artistic to get anything and a bad hire can cost you more than 200% of the candidate's annual salary.
With other technological advancements ATS and video interviews is most notable so far - ATS is used in almost all large organizations but video interviews has been catching up slowly so far. It is considered inanimate due to its automation benefits. However, what employers need now is a platform that doesn't take away the human element out of hiring and offers deeper insights into hiring candidates. Know and understand them more than what the resume says.
To analyse behavior fitment Psycholinguistics, Big Five Model, Intrinsic Needs and Values is what every recruiter swears by.
Just to brush up on what Psycholinguistics does: Psycholinguistics addresses what is actually happening in our minds when we’re talking, listening, reading, and writing. Psycholinguistics is the study of how our minds understand, learn, and produce language and it involves speech, language, audition, cognition, psychology, neuroscience, and more.
But what about hiring managers?
It’s not just the recruiters that are involved in hiring, there are line managers and they make the final call if the candidate is hired or not. Since line managers have the last word and are not trained to understand behavioral fitment - it becomes important to equip them with a tool that lets them hire candidate that is not only good at their job but are also fit on the behavioral front.
They are the ones dealing with the soon to be employees, and the employers cannot subject other employees to torture (that is if the new joinee is really a pain) employees from the same team should be of the same wavelength. Hiring manager should be equipped to assess the candidates to understand this and select candidates.
Let's face it, it's not easy for the hiring manager who is also working on five different projects to think of these intricacies.
Sure, there are many organizations that provide psychometric assessments which have many disadvantages - good ones are expensive, cheap ones are not backed by enough research, candidates do not behave as themselves during such test. Moreover these are additional steps leading to candidate inconvenience and delay in hiring.
For this very reason, Talview has come up with a solution that relies on all the models that recruiters worship, equips machine learning and video interviews to bring out a futuristic tool that swears by old methods. What we call cognitive analytics - you could call it advanced version of People Analytics. It is a 4 in 1 tool - it uses video interviews that are proctored - it uses the video to assess their technical skills, behavior, communication skills and body language. There are other added benefits or by products of using Talview. It removes the time constraints and other scheduling problems, more importantly only trained psychometrician can judge. Hiring managers cannot decipher cues and clues about people based on how they look, how they talk, or by looking at their body language. It needs special attention and dedicated time. And that is offered to you in simple consumable reports.
Powered by IBM Watson, Talview Talent Insights is world’s first hiring solution that harnesses the power of advanced data science & machine learning algorithms, video-audio analysis, social media analytics, psycholinguistics and speech recognition along with the experience of orchestrating more than a million video interviews to help you build better teams and gain competitive advantage.
Finding candidates that will work in a team, have good professional relationship along with real skills becomes very tactile to say the least.
The Performance Indicators to Consider While Recruiting
Setting up the right metrics during recruitment is not an easy task, it is very important to consider all the options that you have available and then make the right decision about the key performance indicators that you would consider to select employees during a recruitment process.
There generally aren’t industry standards and most organizations lack the tools to identify the right metrics to judge from the data they have at their disposal. As an HR leader, its very important to understand the right parameters for judging the candidate, especially in the case of sales organizations where the personality and attitude of the candidate matter a lot.
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First metric to consider is Sourcing of the candidates while assessing the candidate consider the fact that does they come from the source that provides long-standing and efficient employees, has the aptitude of the candidates from this source been up to the mark. Also keep in mind whether this is a reliable source from where you have recruited before.
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Interviews are another aspect to keep in mind, depending on the job profile identify whether you need to perform qualitative or quantitative interviews. While evaluating a qualitative interview, which is generally in the form of the feedback form filled by the employee, ensure that you assess all angles of the answers written by the employee.
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During the hiring process, be aware of the number of offers to be made, identify the best candidates and make offers to them, if you end up offering to more than the decided number then report the same to the management.
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It is not necessary to use the same old routine techniques for recruitment Process. You can use innovative tools during the recruitment process to identify the right candidates as well. The most critical part is to keep a track of the performance of the candidates during the process and once selected notify them of the expectations from them. This would set a bar for the candidates to perform on and help the organization to measure the team performance.
It is very important to understand that identifying the right parameters will help the recruitment process a great deal. The key performance indicators would also help the organization in the long run to measure the performance of the team.
Hiring someone from a pool of many sounds like trying to find a needle in sand. Of course, it’s not easy to get the dependable skills of many candidates in one. To hire the right person for the job, you have to look past candidates' resumes and cover letters and learn more about them as people.
To win the battle of business, you need to have a strong, skilled, sensible, and resourceful army. Even if you’ve got the perfect candidate, creating a positive takeaway in terms of interviewing and the hiring process is critical.
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In the case of hiring, you are exactly looking for the dependability level of yours on your new hire. Questions may strike your head, Could he be able to take the responsibilities? Am I judging the book by its cover? Am I picking up the dependable? Well, give yourself a break from this monotony.
Start looking at the ways you could improve the chances of picking up the best fit. Deal with these best tips to hire the dependable candidate for your business.
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Unlike others, Post the problem: Just posting the title of the job doesn’t look like a remarkable and modern way to hire the best fit. Indeed, you should make the job seekers know the problem and description of the job so that they may find the mutual interest of theirs and yours.
Be rich in details and let them know the capabilities of theirs by reading this post. In this way, you are omitting the uninterested candidates at the first step and are left with the real job seekers. -
Limit your hiring to the Season: You know you could outnumber the competitors by just switching your hiring to a specific season. In the best opinion, that season would be January. Thinking why? There’s an answer with the proof. Usually, career objectives and resolutions are to be made with the serious mode in New Year days.
Many professionals have that hunger in their mind to switch the company with the new year. You may leave the message of your hunger for the best talent too. You could be the trendsetter of snatching the best candidate with the unusual trick. -
Search widely, choose wisely: Social media is the premium tool to search widely for the accountable profiles. Make your vision broader, at the same time make it precise. Social media profiles can be accessed from anywhere by anyone. It means that there is an unlimited amount of information available for the giver and the taker.
Always remember to choose the profile which indicates the relevant and authentic information about the candidate. You may check the authenticity of the profiles by switching the social networking sites and checking the connections. -
Look for Personality and Skills equally: No doubt about fact that personality is the magnetic tool of any individual. Looking for personality in your job seeker could bring some advent of new possibilities. The thing is, skills can be acquired, but personalities can’t be.
If an individual is not looking at your eyes while answering, perhaps he isn’t for you. The deal is to find the dependable one who could work with others and give the output. -
Optimize your brand: The best way to pull the best candidates towards you is nothing but optimizing your employer branding. It has been an evidence and a fact that the best candidate pool is attracted to the best employer. You need to invest in building and uplifting your employer brand to get the best traffic. Keeping the reality of your employer brand with the optimized image may serve the desserts to you.
Make your social presence known, create your hunger for talent active, penetrate into the mind of the job seekers. These few touches could give you the dependable candidate you are looking for.
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