Insufficient technical competence in the required area. Be specific in describing areas and skills in which the applicant is sufficient. Reference checks revealed less than favorable results. Insufficient related experience. Again, be specific in describing the experience the applicant lacks.
Applicant's experience was outside the primary advertised area of responsibility. Optimize the interviewing process and make it more objective by doing structured or semi-structured interviews. To do that, prepare a list of questions, and stick to it in all interviews. After all, each candidate will require a slightly different approach. However, keep in mind that small talk or the lack of structure can easily lead to biased decisions. Provide all essential information to give candidates a chance to prepare and be transparent with them about what to expect.
Important details include:. Maintaining a high standard for your communication with candidates will project the right image of your company. Explain the stages of the selection process to the applicants and let them know what they should expect from each one. Then keep them updated on the status of their application. Your company's image is essential to the success of the business. Even small mishaps could have lasting consequences. A happy applicant will probably not take the time to write about their experience online, but an unhappy one is much more likely to spread the word.
Potential future candidates and customers will take notice of that. It can take a lot of effort to undo the damage of a single bad review—or approximately 40 good customer experiences. Some steps of the hiring process can be automated or simplified. This reduces costs, improves efficiency, and speeds up the selection process. This, in turn, helps create a positive candidate experience so that you can continue to attract the best talent.
Screening resumes, performing skill assessments, evaluating performance, and ranking candidates can be easily automated. That said, be mindful of the impact auto-responses and templates can have on your brand image.
They have their place, but applicants need to be able to reach someone in person when necessary, especially further down the selection process. Track cost per hire and time to hire to make sure that your candidate selection process is efficient. Recruitment is costly, and in times when budgets are tight it can drain resources. That's why being able to measure success is such an important part of the candidate selection optimization process. Finding the best talent is far from easy, but with a streamlined candidate selection process, you'll reduce the risk of having a bad hire, lower your costs, and reduce your time to hire.
This will allow you make a better use of your resources, and project a better brand image to prospective hires, which is crucial for attracting the right candidates in the future. If you're not already using TestGorilla, sign up for a free trial to see how we can help you improve the candidate selection process and make your hiring decisions faster, easier, and bias-free.
Create pre-employment assessments in minutes to screen candidates, save time, and hire the best talent. How to improve your candidate selection process in 7 simple steps. Hire the best. No bias. No stress. Try for free. How to improve your candidate selection process in 7 simple steps Our blog How to improve your candidate selection process in 7 simple steps. Table Of Contents. What is the candidate selection process and why is it important?
What elements make up the candidate selection process? Application 2. Resume screening 3. Skills assessment tests 4. Screening calls 5. Interviews 6. Background checks 7. Reference checks 8. Decision 9. Public users can however freely search the site and view the abstracts and keywords for each book and chapter. Please, subscribe or login to access full text content.
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