Recruiting is evolving . . . are you?

Over the last ten years recruiting has experienced more change than in the previous four decades.

Recruiters no longer rely on cold calling and paper advertising to engage candidates. Nowadays candidates can be found within minutes online. Recruitment tools like Seek and LinkedIn make sourcing candidates seem fast and simple. However, having a large pool to choose from can be daunting, and at the end of the day modern recruiting is about finding the right person for the job.

So what is modern recruiting? It is a combination of art and science according to LinkedIn’s Modern Recruiters guide.

So how does a modern recruiter go about finding the right person for the job?

The right person for the job is the candidate that meets two specific criteria – Eligibility & Suitability.

 

Eligibility is the qualifications, education, work experience and skill sets to do the job. For instance, you may be a doctor with public practice experience. However, I would hesitate to engage you as the lead surgeon for open heart surgery if you had not had many years of practical surgery experience and specialised in cardiopulmonary disease.

The same would apply in your business. You would always look for people who have specific qualifications and experience for the need in your business. However, some recruiters make the mistake of hiring people only for their qualifications.

If you hire only based on qualifications, you are likely to soon discover that the new hires are lacking in necessary attitudes, motivations, behavioural competencies, and engagement. You might think that you can assess behaviour at the interview, but research has shown that interviews are very ineffective at assessing on the job behaviour.

 

Suitability is most crucial in ensuring your candidate is the right behavioural fit for your business. This is where psychometric tests have a very important place in recruiting. Psychometric tests are based on a pre-developed strategy and consequently provide better insight into behaviour. Psychometric tests can also play a very important role when developing employees because they can encourage behavioural competencies and highlight development issues. Other recruiters make the mistake of over-emphasizing behavioural factors by eliminating people only on the basis of their behavioural assessments. Sometimes they even unfairly eliminate candidates based on a single behavioural factor.

Behavioural assessments or suitability should be part of the overall assessment that includes qualifications and eligibility factors such as experience, education, and skills. That’s why at Business By Design we use the Harrison Assessments system to provide a unique suitability assessment that complements the eligibility assessment, providing an overall score for better hiring and talent management.

 

Why use Harrison Assessments

Harrison Assessments provides solutions to a number of recruitment issues.  We can customise the eligibility and apply weighting to the qualifying factors which allows you to measure candidates against minimal and ideal qualifications and job experience.  We can also customise the specific behavioural factors to the position. This is done based on the library of 175 behavioural factors that are correlated to 6500 different Job Success Formulas designed by mathematician and psychologist Dan Harrison

The outcome for your business is a system that highlights the ‘success traits’ that will facilitate a candidate’s achievements in the position as well as the ‘derailer traits’ or weaknesses that may impact on a candidate’s performance.  The report evaluates likely employee engagement and job satisfaction too. All this information provides significant insights that make the interview more effective, enabling the interviewer to ask highly revealing questions to confidently find the right person for the job.

At the end of the day, our modern recruiting program aims to focus on the employers needs from a job specific context. Armed with this, we can assess a candidate’s qualifications, behavioural fit and development needs, resulting in higher levels of employee engagement and retention.

 

So, is your recruitment evolving?

Do you recruit for eligibility or suitability?

With the support provided by our team at Business By Design you can recruit for both eligibility & suitability, ensuring you get the best person for the job.

Contact us for more information or take a look at our sample reports to see how Harrison Assessments can help you with any of your recruitment needs.

Regards Nikki