Talent is abundant in today’s world and sourcing it requires extra care and recruitment strategies. Companies are always on the lookout for candidates with unparalleled potential and leadership capabilities. But these traits can never be assessed from the resume. Our blog explores the myriad of traits and qualities that organizations need to evaluate to conclude whether the candidate is the right fit for the job and the company. We urge you to look beyond the resume and seek the finer nuances that point out the candidate who will be a valuable addition to your workforce.
Explore Beyond Resume!
When you screen a resume, you are probably looking for a candidate with the right skill-set and academic qualifications. Leaders recognize that resumes tell you only so much about a candidate. This approach may seem sensible, but it greatly limits your ability to find the right candidate for your business. It would be great to look beyond the resume details.
Quality hiring is something that many in-house talent acquisition teams can struggle with and it is important to look at insights that lie beyond the resume
A recruiter’s job is easier said than done. Sifting through hundreds of resumes requires coordinated teamwork and streamlined processes. Hence, if you look beyond those resumes and traditional screening techniques you have to polish your recruiting skills. Take a look at our suggestions:
Deploy different tactics
A one-on-one interview with standard questions is fast becoming a thing of the past. New age employers are resorting to more casual interviews and tactics to assess the candidate’s performance.
Recruiters can devise hiring tactics that are specific to the job. For example, candidates can be asked to attend mock telephone calls if they are being hired to answer phones. If the candidate will be your next project manager, have them assess the current project outline and evaluate their suggestions.
Glean information from references
You should use the references provided by your candidate to collect the information you need. Apart from asking the contacts about the work performances, you may collect details about their interactive skills, organizational skills, hobbies, external activities, etc. Keep your company culture in mind and use it as a question guide.
Key Takeaways
For recruiters and hiring managers, attracting top-quality talent is only half the battle. Always remember that soft skills are as important as candidate competency. Refine your focus to specific characteristics- attributes that you would like to see in your employees. Look for professionalism, high energy, intellectual curiosity, and technical expertise. Assess their problem-solving capacities, abilities. Cultural fit is a top priority. Ensure that the applicant is the right fit for your business, culture, and brand.
Your workforce is your organization’s lifeline. Therefore, you should do all it takes to pick the best candidates who will propel your business to resounding success.
