What Is Candidate Selection?
The selection of candidates is the culmination of the 360-degree recruitment process. It is the result of a wise decision regarding whether the candidate has the appropriate experience and knowledge based on professional requirements.
Therefore, the selection of candidates consists of filling the vacancy with an appropriate candidate using objective measurement techniques and tools to assess if they are fit for the organization, their anticipated success on the role, and the path of growth in the system.
The selection process of candidates includes several interviews, skill tests, psychometric tools, group discussions, and checking references – all this is to measure the candidate’s ability to perform a given role. Despite the inclusion of AI-compatible mobile technologies in the selection processes, it is still delayed. Let’s look at these factors and how to improve the selection of candidates to ensure the candidates have an engaging and positive experience with you.
Problems faced during the candidate selection process
An organization’s business environment is not the only dynamic thing. Even the labor market is constantly changing – with the increase in the workforce, the influx of new generations at work, you are expected to adopt rapidly-evolving technologies, and the changing expectations of potential candidates. So how can the selection process of candidates help enhance the experience of the candidate? When it comes to choosing candidates, there are five common pitfalls that organizations must avoid.
A loosely tied selection process
Even if the trend of the unstructured workforce and work schedules are growing strongly, the absence of structure in the selection procedure turns out to be a definite disappointment. Almost two-thirds of the candidate population claims that the selection process, which seems unplanned, would have an impact on how they view the employer’s brand. In a recent survey on 18,000 candidates on 24 markets, 54% of participants said that the candidates’ journey through the process would affect whether they invest in a brand’s products or services.
And this is the perception that they would stick to. In addition to external understanding, having an unstructured selection procedure would pose scalability issues.
No role-based selection systems
Each role is unique, and because they need a specific skill-competence-personality equation to succeed, they also need a mutually exclusive selection process. Adopting a universal approach to selection, which is expected to use the same tools for testing and measuring in different positions, is a recipe for a mundane, inefficient, and superficial selection process.
Excessive dependence on a human recruiter
This is an obstacle most organizations face when implementing new technologies – where does human intervention end and technology take over? It may be difficult for recruiters to give up their rein but think about the extra work you put in despite your technology investment. Surveys show that 57% of job seekers may lose interest and give up the lengthy selection process. Why stick to a long, time-consuming process when you can do it short, sweet, and mobile?
Condemning the data
It is hard to believe, but even in the world of data, some recruiters trust their own approach to personal data. Although we do not deny the importance of using our human ability to sense and perceive how well a candidate can fit into an organization, it seems risky not to rely on the depth of data we currently have access to. According to research, 74% of recruiters admit to employing the “wrong” candidate at some point. Moreover, trying to avoid accessible data pushes you into taking biased decisions. Apart from being extremely difficult to justify, avoiding accessible data is not something that could help to increase the candidate’s experience.
Overlooking the candidate’s experience
According to Glassdoor surveys, more than two-thirds of employees believe there is a discrepancy in the expectations set during job interviews and actual work. These inconsistencies, lack of proper communication and feedback, together with the tedious application process, contribute to the gloomy experience of the candidate. Regardless of whether you ultimately hire this candidate or not, the experience you provided will stay connected to your brand, and you will be sure that it will get around the vortex of social media.
Holy Trinity of Perfect Candidate Selection
Now that we know the five common pitfalls in selecting candidates, let’s look at the three pillars that support this process – the holy trinity of intelligent candidate selection. In a market so profoundly driven by candidates, where your employer brand needs to shine, you need to bring out your best to attract the best talent.
Here are three critical aspects of selecting the perfect candidate:
Reliable data
Access to relevant data can help you update any process. Instead of not having enough data backup, our immediate problem may be having too much data. A data dump is often easy to distract. Still, thanks to artificial intelligence tools that can move data stacks and search for essential information, you can begin to assemble selection puzzles.
Efficient processes
The importance of a quick, smooth, and orderly selection process cannot be emphasized enough. Along with helping the candidate, it also helps to present the employer’s brand as agile and productive, where operations are carried out smoothly and where the time of the candidate is valued. Greater efficiency reduces losses because it has a direct impact on hiring time and cost. Structuring an efficient and engaging process for a candidate becomes much easier if you pay attention to data trends regarding candidate engagement levels and follow the feedback they provide.
Focus on the experience of a candidate
How can you transform brand enthusiasts into brand lawyers who can help you promote your employer’s brand? The experience you provide in the selection process can make the difference between creating a person for or against the brand. Interestingly, the other two pillars of performance and data can improve the candidate’s experience in the recruitment process.
With a large amount of screening and selection tools available on the market, it’s easy to find the best practices and technologies supported by businesses. However, it’s essential to ask what works for your organization. Best practices may not be best for you. Therefore, in the process of selection and selection of candidates, it is vital to develop a method that is structured and is a balance of human values and quality of artificial intelligence that drives the employer’s brand and helps to start a dialogue with the best talents.
To read more about candidate screening tips and tricks please read ‘Understanding the process of candidate screening’.
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