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Effortless Shortlisting: Filtering and Selecting Candidates

Posted by Katie Parr on 29-Nov-2016 09:00:00

 

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Almost 70% of businesses lost out on potential candidates due to having a lengthy recruitment process and lack of communication both internally with hiring managers and externally with candidates.

Finding the ideal candidate is difficult enough as it is, but when combined with a communication process that is disjointed between hiring managers, HR and candidates, everything is made all the more confusing. Finding a shortlisting process that is efficient will not only benefit your business, it will also have a positive effect on your candidates; a fast, efficient and well-communicated hiring process will give candidates a satisfying experience.

Often burdened with limited budgets and a shortage of quality candidates, in-house recruiters face the constant battle against competitors for candidates who fit their ideal candidate type. The responsibility of sourcing candidates is high for both recruiters and hiring managers, and this is one of the issues that can lead a business to reconsider their way of hiring. This can often make the process seem daunting, costly and time-consuming for many businesses and can sometimes lead to them not making a decision at all.

The retail sector, for example, receives a high volume of applications from almost all vacancies that go live which can result in a large number of the so-called ‘ideal’ candidates dropping off the map.

The Benefits of Adding a Recruitment Service

Introducing a recruitment service provider or applicant tracking system with an effective candidate selection module allows swift identification of candidates possessing the right skills for the role; this means reviewing and shortlisting candidates is a much simpler task, managed through a portal that is not only centralised, but trackable.

One of the most prominent issues when shortlisting for roles that receive high volumes of applications is filtering suitable from unsuitable applications and the amount of time this consumes. To find the right calibre of candidates with past proven experience, filtering applications is essential; more time is available to spend on assessing the potential of their future performance if this part of the hiring process is sped up.

How Far can you Trust a CV

Recruiters are aware that a candidate’s abilities will not always be represented fully in their CV and this can lead recruiters and hiring managers to conduct further research, for example through Facebook or LinkedIn accounts.

It is impossible to judge a candidate by their CV alone, which is where online aptitude tests become beneficial or even essential. This allows for faster shortlisting, which enables recruiters and hiring managers more time to focus on the later stages of the recruitment process.

Introducing screening questions into your shortlisting procedure is an effective and time-efficient method of eliminating unsuitable candidates. By choosing a service provider that allows you to select your own questions, you can rapidly improve the quality of hire as only those matching the criteria will make it through the screening process.

In some cases, applicants can be elusive or vague when it comes to revealing information about their work history or their reasons for leaving a previous role. This is often the case when a candidate worries this information might affect their chances of getting a new position.

How to Sanity Check the Content of a CV

By choosing a service provider that offers background screening, either as an extension to their recruitment service or as a self-service option, you can gain a clearer insight into who your considered candidate truly is; in addition to this, background checks can support your hiring process further – they can be conducted on not only new starters, but existing employees too.

Some providers will allow you to create a ‘screening profile’ by allowing access to a wide range of checks.

Reducing Time to Hire

Geographical barriers can restrict a hiring process or even make it impossible. Hiring Managers can have much of their time consumed when undergoing extensive travelling. Video interviewing will reduce the time used with face-to-face interviews and solves location restrictions. Not only this, it provides a platform that enables you to deliver consistent comparison with more candidates being processed.

Disorganisation within your recruitment campaign can lead to ineffective communication between your hiring managers; if communication between your hiring managers is ineffective, this opens up room for error, or worse, complaints from candidates.

Effective communication needs to be maintained at all times, especially when considering the potential of some hiring managers being located in different offices or even different countries. There is huge benefit in finding a service provider that helps keep the relationship between the in-house recruiter and hiring manager consistent as the best quality candidates are more likely to be attracted through better internal communication as it results in a recruitment process that has strength and efficiency.

How to Overcome Time-Strenuous Activities in Recruitment

There will always be time and cost deficiencies when shortlisting manually. Working with a provider like Vacancy Filler will ensure you have a streamlined and part-automated hiring process; along with integration to your careers page and even social media, you can provide an improved hiring experience for your business and the candidates.

Click here to see how the European Boradcasting Union (EBU) are using Video Interviewing to not only reduce their time to hire, but to improve the candidate experience

Topics: Best Practices