Effective Recruitment and Selection
With regard to effective recruitment and selection, research tells us that two thirds of people prefer face to face recruitment. Following lockdown it is likely that digitalised recruitment will increase.
Due to lockdown, organisations have been forced to change the way they work to include home working (where possible), virtual meetings and training, introduction of new technology, systems and processes. Hence, this includes Effective Recruitment and Selection.
However, the downside to this new way of working is an increase in technology overload, lack of social interaction and an increase in mental health issues.
So why are we using digitalised processes?
Digital technology can provide efficient, cost-effective solutions across different areas of different businesses. Chatbots and other technology tools can segment and filter large volumes of applications quickly. It can also assist in the interview process and improve an organisation’s success rate in competing for talent.
Where the desired outcome is as much about establishing a lasting relationship. Most noteworthy a more personal approach would yield better results?
A 2019 article from People Management notes that two thirds of job applications prefer face to face recruitment over automated or digitised processes. Furthermore, by putting focus on a good recruitment experience, employers give candidates a better impression of their organisation. In addition they also elicit the best performance from candidates during the process and the organisation protects is brand image.
As an ex HR Manager who has recruited in commercial organisations for 20+ years, we personally sifted the applications and made decisions. Our decisions were based on content of the CV, skills, experience, achievements and the personal characteristics and behaviours. We did not rely on a machine to do this for us. Acknowledgement of applications was an essential component in the Recruitment and selection process..
Lack of personal approach
Why in the current society and digital age do recruitment consultants and HR Managers feel that it is acceptable to rely on digitised processes and ignore applicants. They treat people appallingly and like commodity.
It takes seconds to send a response via email to a candidate to keep them informed of the status of their application Furthermore, most recruitment software applications such as CV Library have a facility that allows you to tick a box that sends the appropriate email. So the question is WHY are recruiters not providing personal feedback and keeping their candidates engaged?
I have over the years witnessed poor recruitment practices carried out by consultants, agencies and organisations.
The main gripes are:
- Lack of acknowledgement
- Lack of feedback
- Not personally reading the CV properly or at all
- Mismatching the skills and experience in order to fit their client specification
- Not agreeing the job and person specification before interview
- Not being clear on the requirements for the role
Our wealth of experience of competency based recruitment and selection is extensive and you can find out more about our Effective Interview skills for managers here: https://afcconsultants.co.uk/leadership-and-management/effective-interview-skills/
Applicants are your most expensive asset so treat them with care and respect.
If you are an employer who is looking to improve your company brand in terms of your recruitment services and need some help with best practice recruitment and selection skills then call us at Aspiring Future Competence on 07702 818665 or email us email@example.com