However, it’s not enough to implement a tool that merely screens out a proportion of candidates. Recruiters and assessment providers need to work closely together to ensure these tools really identify the most suitable individuals for a role. Plus, if employers want to compete for top talent, the sifting solutions they deploy have to effectively attract, engage and retain candidates.
At Cubiks, our experts work with the world’s biggest businesses every day to optimise their pre-hire processes and help their employer brands shine. We believe there are three essential elements to every successful sifting process.
Combining assessment tools makes for more accurate prediction, while reducing the number of assessment stages. This is a win: win, as it both speeds up the hiring process and reduces costs. For example, tools like Cubiks Hire combine assessments; measuring fit with a role, ability and judgement in a single, seamless experience.
It’s important to think about how you are communicating with your candidates during early stage sifting. Are you maintaining a personal touch? You could, for example, set up automatically generated candidate feedback reports, so that candidates feel valued – and learn about their strengths and development needs in relation to their application.
Pre-hire is also a great opportunity to show off your brand and values. Consider how you communicate your brand throughout the process. For example, you could apply your branding to assessments and add in video clips of existing job holders. It’s good to include information about your organisation, the role and your culture to enhance candidate experience and show off who you are as an employer. At the same time this will enable you to offer a realistic job preview and self-selection tool for candidates.
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