How to Deal with Candidate Screening Inefficiencies
Candidate screening can be a chaotic process, regardless of whether you're using face-to-face meetings, online testing, or phone interviews. How can you be sure that you’re finding the best talent in the most efficient way possible?
Building a team of hardworking, qualified, and trustworthy employees is of course essential to any company’s success, but the actual process of hiring new talent can sometimes be overwhelming.
With an overabundance of potential applicants, how do you choose the right one? How can you sift through one resume after the next and emerge with the perfect match for the job? And with so many candidates and so little time, how do you expedite the process of pinpointing the right person? Let’s take a look at our options.
The first step is figuring out how to whittle down that large stack of resumes on your desk. Findly suggests three important things to focus on when screening new talent: education, job stability, and general organisational skills.
By first evaluating candidates based on these important yet easy-to-define standards, you’ll filter out unsuitable candidates without wasting too much time analysing each one. Only after completing this process do you want to start putting faces to those names.
The next step is to bring the applicants in to be interviewed. Although you have already weeded out the most unsuitable employees, some unforeseen hurdles still lie ahead, one of which is scheduling. The applicant may be currently employed elsewhere, which limits their availability for an interview – and hiring managers don’t exactly have plenty of time on their hands, either.
Efficient interviewing involves total coordination – a tall order, to say the least.
According to CIO, it’s especially challenging for larger corporations to accommodate interview appointments, given their spread of offices across a country or continent. Lengthy travel time throws yet another wrench into the hiring process, and it almost always falls to overtaxed HR departments to coordinate.
And not only are travel plans a hassle to coordinate, but they can turn into a budgetary nightmare. A candidate who might look very promising on paper could be a completely different person face-to-face. As a result, flying that failed applicant out to the home office ends up wasting hundreds of company dollars.
The Ladders argues that the chief problem with the entire hiring process is efficiency – and the recruitment industry is begging for more flexibility and accommodation. LaunchPad Recruits provides a convenient and efficient online platform through which you can screen your potential hires, incorporating all stages in one portal.
Because online interviews can be held in real time or by pre-recording questions and allowing the candidate to record and send their responses on his or her own time, LaunchPad’s video software does away with scheduling complications and extensive travel time to and from the interview, in turn eliminating the high associated costs.
The experience for both candidates and recruiters is far more effective and engaging, as each party can perform their respective tasks according to their respective schedules. Pre-recorded questions also grant the applicant more time to respond efficiently and comfortably, without the stress of a high-pressure job interview.
Historically, the hiring process can be tedious and overwhelming, but it no longer has to be. Step into the 21st century and find out what new technology means for the future of job interviews.
