Bring your recruitment process to the next level
Recruitment, as we know of, has changed, especially in the past year. As the workplace evolved in the past year due to the COVID-19 pandemic, the way we bring in new talent into our organisations need to change, too.
Regardless of these changes, however, the candidate’s experience is still the top consideration in any talent acquisition strategy. Ceridian, together with Hanover Research, explored the optimal recruiting experience, and here are some of the top insights in the report:
How long does your recruitment process take?
According to more than half of the survey respondents, candidates expect recruitment to take up to two weeks, of which part-time or project-term roles have an even shorter recruitment time than full-time positions. According to Ceridian’s research, the majority of employers were able to hit this ideal recruitment time.
While a longer recruitment time is not necessarily wrong, it can put you at a disadvantage because, more often than not, there is always another company ready to snap the qualified candidate out of your hands.
Optimising your talent strategy is key to thriving, especially now as the Asia Pacific region continues to recover from the pandemic. Leveraging technology can help in this regard, such as HCM platforms, artificial intelligence and machine learning to help make the recruitment process more efficient.
Are you utilising remote interviews wisely?
How many interviews do candidates prefer to go through? Research says that one to three in-person interviews is the sweet spot. However, with most—if not all—candidate interviews switching to remote, this gives hiring managers an opportunity to provide a better candidate experience and a better screening process.
Phone or video conference interviews work incredibly well with companies operating across multiple countries. Managers can now tap on a bigger talent pool across the region and reduce costs. Remote interviews also enable them to find creative ways to connect with the candidate to know if they are a good fit by asking more meaningful questions beyond the candidate’s resume.
“Interviews should help us learn more about the individual,” Lisa Sterling, Ceridian’s Chief People and Culture Officer, says. “What are we learning about their productivity? Their loyalty? Their behaviours? Their capacity in the role and longevity in the organisation?”
What do you test skills for?
Understandably, an employer would want to test their candidates for their skills before hiring them, but it should not be the final deciding factor. While careers may last for decades, the half-life of a learned skill has been decreasing steadily in the past years.
“Skills testing is important, but it shouldn’t be used as a screening mechanism. The more important measure lies in the person’s ability to learn,” Sterling shares. While 65% of respondents in the Ceridian report said they had had a positive experience in skills testing during their interview process, it should only be used to understand a candidate’s proficiency.
Recruitment is no longer just a function of the HR department but a valuable part of a company’s business strategy. With a proactive, efficient and optimised recruitment strategy, organisations can give a meaningful start to an employee’s experience, leading to business success.
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