The Invisible talented job applicant – and how you missed them.

As I was reading a couple of articles this morning I started thinking about the hiring process of not only corporate companies but small to medium companies.  Some of these processes are very in depth with testing, multiple interviews (I have heard of some people going to 8-9 interviews with one company), to people being hired because they showed up and interviewer was tired.

Pamela Harding had on her twitter that 83% of organizations believe that they are losing the war for talent. Can this be true? Why is this possible?

I cannot believe that the talent pool is depleting with all the people going to college and background screening will help you see talentextending their studies. Or does it really come down to that the job applicants are out there have talent and the companies do not know how to recognize or see how other experiences can benefit them and possibly expand their roles within the company.  In an article “Did Two Hiring Mistakes Cost Facebook $9+Billion” by SmartRecuiters it tells us that Facebook turned down two job applicants because Facebook did not see them right for the job. They had the credentials for interviewing but somewhere they became invisible and turned down.

I know it is impossible to not make mistakes when hiring and in the end it really comes down to “gut instinct”. However, when making these decisions one should be informed and have all the right information to make that “gut decision” into a well informed decision.

Processes for hiring

Doing the following will not guarantee that you will always hire the best candidates but it will help lower the percentage of qualified candidates from becoming invisible.

1)      Position – What does the position entail? Have a list of duties that the position will be conducting on a daily basis. I would also recommend figuring out what other position can easily fit into this position.

With HR software/ web searches most candidates are found by keywords and if you can enter in other keywords for related positions your talent pool will increase.

2)      Have multiple interviews – the job candidate should meet with various people that they will work with. However I would limit how many interviews are set up. Talking to 3-4 people during one visit or even 2-3 visits (depending on schedule conflicts) is fine but having the candidate come in for 4-5 different interviews is quite excessive and eventually qualified candidates will have other job offers or lose interest  because of the time spent.

3)      Testing – Personality testing and even testing for position if needed is highly recommended. This will tell give you some more information on job applicant’s thinking and also give you more insight to what they know.

4)      Background Checks – When you have finally narrowed down your applicant list it is time to see what they have done in the past. Background checks do not have to be only about criminal searches (but not a bad idea), but also a background company like Kentech can perform employment verification more in depth than a company can do internally.

With all these processes in place your company will have a better success rate in finding the right candidate and that means less turn over, happier and more productive employees.

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