While we may have moved out of ‘The Great Resignation’ and ‘Quiet Quitting’, Talent shortages are still a real concern among businesses. The reasons behind talent shortages vary from the slow re-introduction of skilled migration to Australia to demographic shifts with the retirement of many workers in the Baby Boomer generation while Millennials and Generation X workers are moving into leadership positions.
Attracting and retaining the right talent to your business has become a growing concern among Recruitment teams. Hiring the right talent is crucial for the success of any organization. In some instances and partly due to talent shortages, recruitment timelines can be compressed in a rush to hire the right candidates due to competition with other businesses. However, it’s important to ensure that key steps in the recruitment process aren’t skipped in the process. Businesses who have secured the wrong candidate know it comes at great financial and personal cost. We’ve outlined what some of the key processes are in any robust hiring process:
- Understanding the role and the ideal candidate
This process is largely planning and analysis. It will involve communicating with the Hiring Manager about the specific skills, qualifications and experience required for the position. These discussions will be key inputs into a well-defined job description and candidate profile. This planning phase makes subsequent steps more focused and targeted.
Sourcing is using multiple channels to attract ideal candidates. Channels might include job boards, career websites, social media platforms, existing employee referrals, networking events and recruitment agencies. A diverse multi-channel approach increases the likelihood of reaching a larger talent pool.
- Candidate Screening
Screening Resumes and Applications help filter out candidates who don’t meet the minimum qualifications. An ATS (Applicant Tracking System) assists with this process, often based on predefined criteria.
There are different types of interviews, such as behavioural, situational and technical, which help assess the skills, experience and cultural fit of candidates. A structured interview process will ensure consistency and fairness in evaluating candidates.
- Assessments and Testing
Qualitative and quantitative assessments and tests assess the capability of candidates.
- Background Checks
A verification process of a candidate’s work history, education and credentials is an essential process to ensure that the information provided by the candidate is correct.
7. Decision Making & Offer
The decision on candidate selection should be made by a Hiring team which involves discussing the strengths and weaknesses of the shortlisted candidates.
We recommend ensuring that all of these steps are included in a robust recruitment process. By following these key steps, organizations can enhance their recruitment process and build a strong, talented, and motivated workforce. If you would like more information on how we approach the recruitment process, speak to the team at Flexi Personnel.