Pre-Employment Screening Helps You Attract the Best Employees
If your talent acquisition process isn’t keeping up with trends in how the best talent chooses employers, you may be losing out on the best people for your business. Likewise, if your pre-employment screening boils down to a resume review and a series of interviews, you are leaving a lot to chance and possibly alienating your best candidates.
Here are the four main areas where mistakes can cost you in your pre-employment screening process:
Sourcing Problems: Are you looking for candidates in the right places? Maybe you have a strong vision for talent acquisition in your company, but like 42 percent of employers, you find that posting a job opportunity takes at least an hour at every place you use to post it. You may also be lagging behind in developing your employer brand. Only 55 percent of employers develop a defined brand to attract talent, and a lack of brand will keep the best talent from checking out your company.
The solution: For your talent acquisition strategy, you need to identify the sources of the best talent and focus your time there. Develop an employer brand so that candidates know what to expect from your company.
Screening challenges: Many companies get down to the last few candidates and then introduce assessments. Among hiring managers, 52 percent say that identifying the right candidate from a pool of applicants is the hardest part. It’s hard to count on recruiters, either. Recruiters’ screening tools are deemed inadequate by 77 percent of hiring managers.
The solution: Screen first. Using a behavioral assessment, you can draw out your top candidates based on results showing their motivations and behaviors that predict their success in a job.
Interviewing that’s not thorough: Many candidates experience very little communication from the potential employer during their pre-employment screening. In fact, only 26 percent of candidates said that they received a detailed agenda prior to an interview, and only 41 percent reported ever receiving feedback following an interview process. When it comes to meeting the teams they would be working with, only 12 percent of candidates were permitted to meet potential co-workers.
The solution: Keep candidates informed throughout the process. There’s more at stake than just hiring the right person. When a candidate is left frustrated by your interview process, they are less likely to purchase from you in the future.
Making an offer: If you want to land the best talent for your organization, you need to make the offer so good that they can’t refuse. Instead, employers drag their feet, with 38 percent of employers reporting that it takes them more than three days to extend an offer after the final interview. Nothing makes you feel wanted like a three-day wait on an offer, right? Candidates are also not getting what they want, with 74 percent desiring flexible work hours and only 45 percent offering it.
The solution: Move quickly to make your offer, and expect your best talent to come back with a bid for negotiation. Also, make sure you understand what’s important to your candidate before you make your offer. If their priorities surround flexible hours, they may not be impressed by a robust salary if the flexibility isn’t offered. Don’t waste their time, and yours, with offers that they don’t want.
The pre-employment screening process should be a refined, strategic plan developed to communicate your brand. One important step is the behavioral assessment that helps you to objectively identify your key candidates. At PI Consulting Group, we offer the PI System, but we also help you implement it within a comprehensive talent acquisition. Call us today to find out more.