The Modern Recruitment Process – Sorting the Wheat from the Chaff

Weeding Out Your Candidates

Exactly how much time is spent by your business sifting through job applications and whittling them down to a shortlist? Even then, how can you be sure you’ve picked the right candidates?

Well, the easiest way to avoid this is by using a good recruiter. Before we get into the nitty-gritty of it, the first step of any modern recruitment process is finding a recruitment agency that can target and acquire the best candidates possible. This needn’t break the bank; modern recruitment is a completely different ballgame to traditional recruitment. Indeed, online recruitment agencies actively aim to reduce your costs. Couple this with the various one-off, flat-fee recruitment options currently on the market, and you not only save money, but time too.

By using a fixed-rate recruitment service, you can keep tabs on your cost per hire, as well as benefit from a range of additional services, such as professional advert writing, candidate screening and personal advice. This should all be included in the low-cost price.

However, if you still find yourself with too many applications than expected, here are some tips on how to pick the best candidates from the bunch.

Don’t be afraid to include deal-break skills. Although your recruitment agency will know the best way to market your job vacancy, be sure to highlight any particular skills that are relevant to the company. The more refined your criteria, the less chance of unqualified candidates applying. It’s not unusual to see job adverts divided into two sections: ‘essential skills’ and ‘desirable skills’. Desirable skills are the basics of a job; essential skills are the key ingredients of a role. By distinguishing the two, you increase your chances of receiving only the most relevant applications.

Request the submission of a unique document. By asking for more than a CV, you not only gain more information about your applicants, but you deter those who aren’t serious about the role. To start with, ask for a covering letter – but don’t stop there. Give candidates a role-centric problem to solve or a hypothetical obstacle to overcome. Unspecific job adverts will attract template applications, so make your application process as unique as possible – it will result in a higher quality stream of candidates.

Telephone and video interviews. Hey, we’re in the twenty-first century. Every man and his dog uses Skype or similar video conferencing platforms. At the very least, candidates shouldn’t be adverse to a pre-screening telephone interview – not unless they’re unserious about the role. This step will help cull the masses and give you an effective way to cross-reference and familiarise yourself with relevant applicants.

Pre-screening. This process should be included in your agency’s flat-rate recruitment fee. Your recruitment agency should be experts when it comes to screening applicants. However, what if there is still an abundance of quality candidates to choose from? You may be required to undertake your own form of screening. There are plenty of online methods to do this, such as aptitude and attainment tests, which will deter less-resolute applicants. If you don’t want to do it online, then work with your recruiter to devise a more comprehensive pre screening method.