Back in the day, job ads were placed in magazines, newspapers and other types of media, requiring plenty of effort, time and money from businesses looking to employ new professionals. For companies who are under-staffed and looking to hire as quickly as possible, this proved to be a massive downfall. However, in an industry where change can be slow, recruitment methods have improved in recent years. We attribute this to the significant rise in the use of technology, social media and progressive testing methods. With the shift of jobseekers moving more online, it was a natural progression that recruitment tactics would follow suit.
When E-Recruitment is utilised it can remove a ‘human’ element from the process and as such, it can lead to some concerns by employers.
When applications start to come in, how can you decipher between good and excellent candidates? Are academic achievements, previous experience and extracurricular activities enough to guarantee the right placement? How can you ensure which candidate will be the best fit for your company?
To help alleviate some of these concerns, new recruitment techniques have been introduced and adopted by global corporations, as well as the SME market.
Here are our top 3 suggestions as alternatives to the traditional interview process:
- Assessment Centres –
Hosting a recruitment assessment centre allows you to assess the suitability of a candidate for the job through various tasks and activities. This allows you to test skills that aren't necessarily accessible in a traditional interview. They’re usually hosted over a half day or one day period, and there will usually be six to eight other candidates. It's often the final stage of the selection process. Tasks and activities could include;
- Group discussions
- Ice-breaker exercises
- In-tray exercises
- Role play
- Social events
- Psychometric Testing –
Psychometric tests can be used as part of the recruitment and selection process by employers to assess ability in specific skills (e.g. verbal, numerical and diagrammatical reasoning) or to find out about personal qualities by using personality questionnaires. Personality questionnaires assess different aspects, and they explore the way candidates react in different situations. There are no right or wrong answers, and they are not usually timed. They are used to see whether someone would 'fit in' with the culture of the company and suit the role applied for.
- Trade Tests
Trade testing involves asking the candidate to perform the role that is being recruited for as a "trial". This is particularly useful when recruiting for a more practical or "hands on" role where a CV tells half of a story but really the only way of knowing if the candidate is suitable is to see their work.
How to decide……….
The debate over which method is best is one which will continue for a very long time. However, the important thing to consider when deciding on the types of recruitment methods you undertake should be dependant on your sector or industry, knowledge of skills gaps, and technical proficiencies of the role. We are experts in recruiting and as part of our service offering we would be delighted to offer our assistance in working with you to design a robust recruitment process, and we can also be part of your interviewing process and act as an impartial third party to make sure you are choosing the best person for your business.