Employers are always hiring the best candidates available in the job market while candidates apply for the top-performing companies’ best jobs. The best companies attract proficient candidates, but this is not enough. They need to go the extra mile to ensure that the hiring process faster and systematic.
Since employers cannot control the job market, interviews should be organized and done within the shortest time after job advertisement. Employers should avoid dropping out of candidates by maintaining close communication between the time of application and the actual interview date. This can be achieved by sending regular emails and phone calls to remind them that their applications are still in process.
Steps to be followed
Sometimes employers advertise for a vacancy and receive too many applications, which indicate good company performance, but it is tedious to examine a lump sum of resumes.
Below are the steps for screening a candidate.
Clearly define the roles and design an inspiring job description
The quality of JD determines the kind of candidates who will apply for the vacancy. A good JD inspires qualified candidates because they firmly believe in quality. A good job description should comprise the role, relationship of the role and the job description, and vacancy requirements. Vague JD attracts unqualified applicants, and the screening becomes tedious.
Pitch the role
Suppose the number of your available candidates is manageable. In that case, you can assign the board of recruiters the role to call all applicants and introduce them to the company, brief them about the next move’s screening process. Inform them that they should expect an email for the assessment, which increases the chances of keeping them on their toes.
The assessment tool should be friendly
Candidates should be free to interact with the assessment tool without the fear of intimidation. The assessment tool should have a friendly messaging feature, and candidates will complete it as expected. A friendly assessment tool increases the chances of hiring top-qualified candidates.
Choosing relevant questions to the role
The assessment tool chosen should list relevant questions to the vacancy. Employers should avoid text box question and puzzle because it does not truly reflect the candidate’s skills.
Evaluate the feedback on the assessment process and the screening tool
Adopting new technology to carry out the recruitment process streamlines the process for recruiters and candidates. Feedback from candidates helps companies determine the viability of the assessment tool. Since candidates are active users of the assessment platform, employers should request feedback to choose the platform’s strengths and weaknesses.
Respond to applicants on time by sending a rejection email
Job screening should be done within the shortest time possible and give feedback to candidates who do not qualify. Candidates will appreciate companies that send rejection emails on time, and this improves the company’s image. ATS tool can be used tool send automatic rejection emails.
Stay in touch with candidates.
Automating the whole process can streamline activities. Employers can use the assessment tool to send notifications to candidates who pass the test so that you can be in touch with them. Proceed with candidates who pass the pre-employment test and schedule for in-person interviews. Inform the candidates of what they should expect on the interview day and the roles they will undertake.
In conclusion, employers can overcome job market competition by ensuring candidates have complete information about the company. Candidates are not tied to one company, and so they are free to take on interviews with other companies.
