Fine-Tuning Your Recruitment and Selection Process To Attract Top Talent

People are the backbone of an organisation and should be considered its most valuable assets. That’s why successful companies go the distance to attract, recruit, and retain top talent.

Fine-Tuning Your Recruitment and Selection Process To Attract Top Talent

People are the backbone of an organisation and should be considered its most valuable assets. That’s why successful companies go the distance to attract, recruit, and retain top talent.

In South Africa’s job market, there’s high competition for qualified candidates, as well as a lot of noise to cut through to find them. Businesses need to put their best foot forward and do what they can to fine-tune the recruitment and selection process and reach these individuals.

The Motivation Behind Refinement

Having a streamlined process can help Talent Acquisition (TA) teams to identify and build a pipeline of more qualified job seekers as potential candidates.

At the same time, the process also engages the candidates. If it meets their expectations of the candidate experience, they’ll be eager to proceed with the application journey.

On the other hand, if the recruitment and selection process miss the mark, then the company might not fill a skills gap which is holding back operational success in some way.

It might result in poor brand perception if the candidate experience leaves room for improvement.

It can also result in recruiters matching the wrong candidate to a position and the entire process having to be repeated.

Fine Tuning The Recruitment and Selection Process

Look To Promote From Within

Often, current employees are the ideal candidates for more advanced roles that need to be filled. If they have shown initiative and demonstrate the required qualities, then it’s just a matter of providing training to transition to a position at the next level.

The benefits can be two-fold here.

Firstly, this allows recruiters to focus hiring efforts on lower-level roles which are easier to fill.

Secondly, career development is important to employees. According to research, a lack of career growth is the second biggest reason for workers to leave a job, coming in behind low pay. Therefore, promoting from within adds to job satisfaction and helps organisations to retain their top talent.

Produce Concise Job Descriptions

Experts at Glassdoor say that a strong job description is a valuable hiring tool to attract suitable candidates. Be specific in the job summary, qualifications, skills, responsibilities, and other requirements, and this will make it easier for individuals to determine whether to apply.

In addition to attracting specific candidates, the job description should be selling the company as a great place to work. Any vague or thin information is likely to produce a poor response or receive attention from unqualified chancers.

Introduce A Referral Program

Organizations looking to improve on the recruitment and selection process should promote an employee referral program. Research shows that referrals produce higher quality candidates, which result in better hiring outcomes.

Current employees understand the organization’s culture and vision and can provide qualified candidate suggestions based on this knowledge. This reduces the time spent figuring out if a candidate is a culture fit, as well as decreases the time to productivity if the candidate goes onto become a hire.

Specific talent roles visit specific job boards to scope what’s on the market within their niche. Knowing which platforms to advertise on can save time to reach the right candidates faster.

Technology is the equalizer in this case, with a talent acquisition platform able to provide personalized recommendations based on industry and location.

Apply Technology To Produce Efficient Insights

A talent acquisition platform like &Team can also provide hiring teams with the tools to track various candidate data points to make the process more efficient. AI and ML use data to better match people to jobs and jobs to people.

To screen applicants for progression, the technology looks at data beyond the requisite qualifications or experience. It can weight skills based on their age and how long the candidate used them for, as well as apply more relevance to certain skills practised while the candidate held a certain position.

Technology can also allow the TA team to develop a better sense of shortlisted candidates through a combination of personality, skills-based, and culture fit evaluation tests.

Attracting Top Talent With &Team

Hiring top talent is a challenge that can be better met by refining the recruitment and selection process.

To attract the talented people your organization needs, consider both internal and external sources, refine your job descriptions, and get some specialist technology on your side. If you would like to hear more about &Team to streamline recruitment in your business, get in touch.