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In part 1 of this article, we touched on a few ways to improve your hiring process amidst the Great Resignation. As the demand for talent continues to rise, employers and staffing businesses should be compelled to adapt to the future of work and implement practices that attract suitable candidates in the most efficient amount of time. It’s a candidate-centric market these days, and many employers are shifting hiring strategies to address potential talent needs and concerns. With many employment opportunities at hand, it is important to provide candidates with a positive but razor-sharp hiring process and a pleasant experience with your company. Business executives need to have an inviting and engaging recruitment structure in place or should consider hiring a staffing company that provides excellent candidate experience. Below are a few more ways to cultivate the way your company recruits.

Improving Interview Accuracy Leads to Quality Hires

 It’s very common for hires to pass their interviews with flying colors but end up not performing very well on the job. There’s always a possibility of great candidates being overlooked when applicant interviews aren’t streamlined or designed to gauge competency accurately. Underqualified applicants may even get hired if a company’s interview screening protocol isn’t properly developed. Reviewing and improving the interview structure to effectively determine if a candidate is the right fit for the job is crucial to effective hiring.

Job interviews can be very subjective depending on who is conducting them. Many interviewers use an unstructured approach, with the conversation flowing organically. Unstructured interviews tend to be more subjective and may even lead to unconscious bias. Because of this, companies must have a dependable interview structure in place that qualifies candidates based on data. This structure helps avoid human error and increases interview accuracy. Structured interviews typically have a set of prepared questions to assess if the candidate is qualified. These questions should be designed to assess if an applicant’s skills, experience and personality fit the open position and the company’s culture.

Though structured interviews leave less room for error, there is still a possibility for unconscious bias and misunderstanding. To avoid this, all screening protocols must be the same for every applicant, from background checks to any post-interview processes. Panel interviews also help mitigate biases and help gauge how a candidate handles group dynamics. Apart from this, providing written skills tests or job-simulation activities further aid employers in making the right hiring decisions.

PREMIUM CONTENT: November 2021 US Jobs Report

Make Use of an RPO Hiring Model with Speed-to-Interview Efficiency

Today’s job market is so congested that the US staffing industry is expected to reach $157.4 billion this year. This is a 16% increase from 2020, according to Staffing Industry Analysts. Many businesses have turned to staffing agencies to meet their hiring needs, yet even the largest firms still can’t keep up with the demand for top-tier talent. To compensate for this, a significant quantity of companies and even staffing agencies resort to Recruitment Process Outsourcing in an effort to efficiently and quickly fill open positions.

Many benefits come with working with an RPO provider. Outsourcing recruitment processes considerably lowers the cost of hiring, and service requirements can be scaled up or down depending on current recruiting needs. Hiring an RPO provider dramatically reduces the amount of resources and time spent by HR to source candidates. It also streamlines the recruitment process, and with most RPO companies already having a large pool of candidates, the chance of finding quality hires rises dramatically.

For staffing and recruiting firms, utilizing an RPO provider helps manage large quantities of job orders. Many staffing agencies turn to RPO when the demand for talent is too high for the company to fill on its own. An RPO provider sources, credentials, interviews and hires candidates on behalf of the firm. This reduces the cost-to-hire and time-to-hire while improving the quality of hires. It also reduces the need for direct advertising and promotion. When selecting an RPO provider, it’s important to choose one that can handle high-volume recruiting with speed and precision. 

The Bottom Line: Hire Faster and Smarter

With businesses bouncing back after Covid-19, we can expect the market to be more congested and the competition to be fiercer than ever before. It’s a race to the finish, and business executives and staffing agencies that don’t adapt will definitely get left behind. With the right tools and processes in place as well as a committed RPO provider, you can outshine the competition and reach the finish line with the most outstanding talent every single time.

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