3 New Steps to Include in Your Hiring Process
Changing the Hiring Process for Better Results
The hiring process is one of the most important processes in any work environment. However, it can also be a challenging experience, especially when candidates fail to live up to expectations. How can you improve your hiring process?
Personality in the Process
Will the paper resume ever become an outdated part of the equation? That’s what some are talking about as they look to trends shaping the future of how organizations bring new people on board. Digitization is pushing out the analog processes, which includes the paper resume. Job candidates want to show that they’re tech-savvy, which is why more of them are leaning toward video resumes and expanded LinkedIn profiles.
These video resumes give candidates a chance to show their personality, tell a story about themselves and their work ethic and things about employers that they find important. Some employers already think this is soon to become the first line in the hiring process because human-facing positions are increasingly more the norm, and these candidates need to prove before they land the job that they have the personality necessary for dealing effectively with people day in and day out.
Google Stepping Up
Are you utilizing Google Hire on a more consistent basis? It’s expected that as Google puts more emphasis on this application, employers will more readily utilize it for attracting potential high performing individuals for their teams. This will be a great tool for companies that find it increasingly more difficult to find and attract skilled candidates, which is a challenge for many organizations.
One of Google’s marketing lines is “recruit like it’s a team sport,” and that makes sense because your employees must bring their own individual assets to the team, but also be able to work conflict-free and side-by-side with others. However, without a scientific process that determines how an applicant will react to specific workplace stimuli, there is still a lot of guesswork involved in evaluating candidates.
As older processes are switched out with more evolved ways to bring new and valuable people to your teams, so too is the way we interview our applicants. Part of every interview should be a behavioral assessment, which is a quick and easy way to find out how your candidates are going to respond to your specific and unique company culture.
Furthermore, by using the behavioral assessment, you will be able to identify which of your applicants will be a great match for specific teams. A bonus is that you can also use the behavioral assessment for current employees who have what it takes to be a future leader in your organization.
At PI Consulting Group, we are the predictive index professionals that have helped many clients bring the right people on board, bypassing all the guesswork with new hires who hit the ground running and bring great value to their teams. Contact us today and find out more about how we can assist you with your hiring process.