In this article, we will be discussing the biggest challenges facing organizations in the recruitment process. And we will look at how you can minimize the risks, reduce the time taken and enhance your team’s communication using online skills assessments.
Evaluate candidates accurately
The biggest challenge for any organization recruiting new employees is knowing for sure whether they have the skills they say they have. Resumes seldom tell the whole story and can either overstate skills or exclude others. This makes it incredibly difficult to make a decision based on what a candidate tells you, whether on their resume or in an interview.
If you are hiring for technical roles, it’s challenging to know if they have the necessary skills or to know if they have real-world experience for the role. Unless your interviews are set up to test candidates at technical tasks, it’s probably not possible to get an accurate perspective of their skill level.
Doing the evaluation within your organization leads to more questions about how to manage the process:
- Who sets up the assessments for the candidates?
- How would recruitment staff and technical staff collaborate on Assessments?
- How much time would this cost the organization?
- Who marks and checks the assessments?
- How long will it take for large scale recruitment of technical staff?
Unless you have a robust team with time and resources at their disposal, this process can be costly to your organization.
According to Business Bid the biggest challenge for any organization recruiting new employees is knowing for sure whether they have the skills they say they have.
Interviews are subjective
Interviews can help you get to know candidates face to face, but that doesn’t necessarily guarantee you will choose the right person for the job. It may reveal the personality of an applicant but fail to give you a clear understanding of their skill-set.
One candidate might seem like a pleasant person but may not have the required skills. Another candidate might not be favored due to their personality, but might be the best person for the job.
This bias can severely affect decision-making in any organization when looking for technical staff. And this is why interviews can be so subjective when choosing the right person. Each interviewer might have their own view on what makes a good employee.
The challenge is evaluating candidates to determine if they have the skills and aptitude for the job, but also have the right personality for your organization and company culture.
Difficulty comparing candidates
The more applications you have for any position the more difficult it becomes to compare candidates. Without a structured system of capturing and analyzing candidate information, you are missing the valuable insights you need to make effective decisions.
There are many aspects of a candidate that needs to be compared.
- How do you capture vast amounts of data from applicants?
- How to you view that data to make informed decisions?
These are challenges you will face as you deal with vast amounts of applicants.
Complexity of recruitment process
If your organization is recruiting large numbers of technical staff it will take large amounts of time and resources. You will need staff to be allocated to assist with processing resumes, comparing qualifications, and trying to create a shortlist of best-fit candidates.
Interviews will need to be limited as it will be unrealistic to interview all candidates. The question is are the right candidates going to be considered. Is it possible you might miss good candidates simply because your sorting process isn’t thorough enough?
The truth is that there are so many aspects to making a decision about employing the right candidates that it is very possible you might even miss the best talent.
Having an automated system that could gather information, test candidates in a structured and organized manner could potentially save your company a fortune, and reduce the risk of making costly hiring decisions.
How skills assessments can improve your recruitment process
As outlined above the recruitment process is complex and time-consuming. And it only gets exponentially more difficult as you scale your operation. And you still have one major problem…
How do you really know if a candidate is sufficiently skilled for a job?
This is where automated online assessments can greatly impact the effectiveness of an organization to recruit the right people in acceptable time frames. These assessments allow you to accurately assess applicants by using vast arrays of tests that are able to evaluate technical skills as well as personality, aptitude, and other key traits.
This can give organizations deep insights difficult to evaluate through interviews. In fact, the assessment process can save you hours of screening through countless resumes to create your shortlist of candidates. The system can do all that for you, and weed out the chancers, the entry-level candidates from the more experienced candidates.
This saves valuable time that can be better invested in interviewing top candidates and getting to know them better.
Recruitment tools to supercharge your hiring team
Your team is under pressure to find the right people for the job. It’s a big responsibility and they need all the assistance they can get to make sound decisions. Recruitment tools like Testlify offer your team the solutions to better track, monitor, and collect information during the recruitment process. Assessment data is collected and displayed in an easy-to-understand way that makes creating your short-list of applicants a breeze.
No more back and forth communication via email, and documents. No more losing track of who’s been evaluated and who needs to be interviewed. All candidate information is organized in one dashboard for all team members to access. This greatly reduces the complexity of communication and decision-making. All parties involved can access the information needed and can add to the information as required.
Once everyone agrees on the top candidates, interviews can begin. Now your team can focus on utilizing their time and energy on the applicants that matter. No more endless rounds of interviews. Your team already has a clear perspective on each candidate after the assessments have been completed.
This is the better way to recruit technical employees. With an organized system to collect insights from your candidates, your team can easily access and be on the same page. No more laborious back and forward communication. Now you have one interface for your whole team.
Conclusion
Recruiting talented technical staff is challenging. It can use valuable time and become exponentially complex as your organization scales its staff. With new automated recruitment systems like Testlify, you can greatly increase your insights into candidates’ true skill level, including personality, cognitive ability, language skills, aptitude, and role-specific skills.
If you are tired of the complexity of the recruitment process or want to reduce the risks of employing staff who lack real-world technical skills, it’s time to seriously consider an online assessment system. Quite simply it’s the easiest way to solve your recruitment nightmares.
