How-to Optimize Your Recruitment Process

Companies spend more time and money on recruiting an employee than on training him.

According to Josh Bersin, president, and chief executive officer, of Bersin & Associates. "US companies are spending an average of $ 3.500 for every new hire brought` into the organization - about three times the amount spent on training per employee." Despite using professional and social networks to lower these costs, there is a clear imbalance in the talent market. Even with the current unemployment rates, companies struggle to find the profiles they need.

Given the financial cost of recruitment, companies should focus on reducing staff turnover. This has led to the implementation of robust recruitment methods. However, I believe these methods harm the relationship with prospective employees. Although they seek to protect the interest of the organization, from day one, they reflect little respect for candidates' time.

1. Set clear expectations

After posting a job offer a company may receive hundreds of resumes within the first hours. Usually, most or none of these applications fit the desired profile. Unfortunately, this behavior is somehow encouraged by the organization.

When a company publishes a job offer with a broad description of the required qualifications and tasks to be performed, it creates uncertainty. Therefore, job seekers are not able to determine if they are a good fit for the job. However, instead of refraining from applying it pushes them to try their luck.

While taking the time to publish a concrete and clear job offer will not prevent you from getting unwanted profiles it will reduce them. Job seekers will think twice about applying if they already know they are not a good fit.

2. Ask for one-way video interviews and a cover letter

 
Calling is a good way to rule out or confirm our interest in a candidate. However, It requires time and availability of both parties to carry out a conversation. Given these constraints, a short video is a great way to optimize time.

Instead of inviting candidates for an interview, you should ask them for a short video in which they answer a series of key questions about them. This will not only allow you to qualify several candidates using the same time you Will spend on a call or interview but also to compare candidates or re-verify their videos at any time. Moreover, chances are that only those really interested in the position, and the company comply with this requirement.

Similarly, a cover letter is a good way to spot quality candidates. You don't need to read them in detail in order to differentiate between an adequate candidate and someone who is applying to every single job offer he finds.

3. Carry on 7- 10-minute interviews

An effective job interview should last about 7-10 minutes. If you structure the interview is enough time to determine whether the skills and will of a candidate meet the needs of the organization.

You can determine the skills of a prospect, in less than two minutes, based on what he has done.
Even if the resume gives you an idea about the candidate's job-related experience, it is worth clarifying any doubt you have about their previous jobs.

Ask the candidate to talk about how he impacted the achievement of goals and the success of projects in which he was involved. If you listen carefully to the way the candidate talks about his achievements, he will let you identify if they were significant or something that was going on in the company.