Screening candidates has always been one of the topmost priority for HR recruiters and recruitment agencies, given the stiff timelines they are to meet in the hiring cycle. If they are unable to come up with an effective screening process; not only they have to juggle with hundreds to thousands of irrelevant resumes, but also sacrifice the time reserved for other crucial and meaningful activities in the entire recruitment cycle. Not to mention the frustration that comes from dealing with a pool of candidates that are not relevant to the business. Here’s what HR experts around the world have to say about their most pressing challenges in screening candidates. Let’s take a look:
1. Absence of a Standardized Assessment Process
After 9 years of *hard* work and having hired more than 100 programmers, I can share that the MOST difficult thing for me is to *distinguish between a good or a bad candidate without the need to involve a professional in the technical area in the process*.
This is a problem that is *growing* more and more, and I have also seen it in many other companies, even those companies that are not technology but nevertheless some part of them need technological support to keep growing.
We are beginning to solve this problem thanks to being able to *define standardized tests* that we use again and again with each new candidate that comes to our company. These tests *automatically provide a result from which we as non-technical people can decide whether to continue with the candidate in the process or not*.
Thanks to this mechanism, which took us a lot of time and dedication to make a successful test is what led us to *improve the efficiency of our entire process by 33.1%
Thanks to Cristian Rennella, Elmejortrato.com
2. Lack of An Appropriate Feedback Matrix
Hiring decisions being based on data versus simply gut. If HR doesn't put forward a clear feedback matrix for employees who interview candidates, they often provide feedback that is unreliable and subjective. This, as above, can lead to making poor hiring choices that impact the overall retention of employees and culture at large. This can be remedied by HR creating clear feedback forms for employees to use that includes areas to score candidates based on the most important credentials (skill set, managerial skills, etc.) on a 5 point scale. This creates actual data that can be used in hiring decisions. Additional feedback based on gut feeling can also be included, but if there's no data as well, poor hiring choices are made.
Thanks to Cheryl Swirnow, cms-consultants.com
3. Overdependence on Employment Portals
Normally, the main recruitment channel for companies is the default job portals, where many candidates are expected to sign up for offers. But in most cases, the amount does not mean quality and you spend a lot of time screening candidates that do not fit what you are really looking for. In addition, many of the candidates that these companies receive are already in their own database, that is, they have already registered to other offers before.
Thanks to Sophie Miles, Calculatorbuddy.com
4. Ignoring the Pool of Interested Candidates
Most of the profiles that are needed are the same as always. When this occurs, the company creates a position in the employment portals every time they need to fill the vacancy. In this way, the company starts the process always from scratch. That is not taken advantage of the database, full of previous candidates who have already shown interest in the company. As a result, they kill a lot of time in screening that should be ideally reserved for interviewing candidates for their required skills for the job role.
Thanks to Sophie Miles, Calculatorbuddy.com
5. Battling With State Compliance Requirements
One challenge HR professionals face managing the ever-evolving changes in compliance regulations. Government agencies regulate what HR professionals can and cannot do while screening and hiring in many industries. For example, federal contractors must document and report on each and every candidate's application and resume they review to stay compliant with the Office of Federal Contract Compliance Programs (OFCCP). These regulations change quite frequently and can be tricky to navigate on top of other job duties, especially when using paper documents that may need to be secured for several years. Utilizing a compliance consultant or a software solution to document and store candidate information can help companies maintain compliance and avoid hefty fines.
Thanks to Margaret Moburg, Birddoghr.com
Topics: HR Challenges