Companies have used traditional hiring approaches in really inflexible ways. But it may be time to shake up traditional recruiting methods and become accustomed to some modern hiring methods.
The traditional approach may include: Hiring a recruiter, post job vacancies for open positions, and tracking candidates. Eventually candidates get shortlisted through interviews and are hired. This approach may work for some companies, but employers should be more direct and quick in this dynamically changing workplace. When it comes to small businesses with specific requirements, some modern hiring methods may prove to be far better.
When evaluating a candidate, you need to know what you need to assess and how you will do it. The what part depends on the context. You will require different skills and knowledge for different roles. But there are certain universal characteristics that you will require in any candidate you hire regardless of their role or position. You will require assessing their communication skills, attitude towards work, learning approach, problem solving skills, and their judgement.
As for the how part, as a result of digital revolution, there has been much innovation in talent identification over past few years. Some of the approaches that can be used as an alternative to traditional recruiting methods are discussed here:
Some companies assess candidates by monitoring their day-to-day activities. Call-centres lead the way in this area; they keep track of number of calls and breaks taken by employees and customer ratings for each call. Nowadays, such approaches are applied in varying environments. For example, some companies predict revenues generated by a sales representative by analysing e-mail traffic. Companies use algorithms to maintain track of team, individual, or organizational diagnostics. Since companies are legally entitled to collect employee data for performance analysis, this method has highest potential for identifying internal talent.
Companies also use algorithms to estimate job potential through individual’s web and social media activities. According to research, this method (known as “web scraping”) can help employers to predict IQ and personality with approx 50% accuracy. Individual’s digital information may include their online profiles such as LinkedIn endorsements and also photos, comments, and videos posted by their friends, family, clients and colleagues. Such approach may have legal and ethical implications, especially when companies ask candidates to provide their social media passwords as a part of selection process. As an alternative to this, companies should collect information that is freely available online.
When it comes to include gamification in recruitment, it means to involve IQ and personality tests that are more interesting to take than the traditional assessment test. Candidates have to solve puzzles and accomplish challenges to earn badges and points. Some companies like Deloitte, IKEA and Reckitt Benckiser relies on such assessments to measure candidate’s potential. Such tests are generally more expensive to develop and manage than a typical one, but still employers are really interested in involving them in their selection process to showcase their organization as a place with fun along with work.
These approaches have to be tested on some candidates by assessing them through traditional as well as these modern hiring methods. Not all the methods will be helpful for variety of roles but employers should be aware about these modern approaches to land more efficient hires.