Applying for jobs, filling in application forms, and attending interviews are known to be daunting for most people. However, it’s easy to forget the recruitment process is equally daunting for those on the other side of the table. If you are responsible for recruiting people into your business or organisation, you know and understand the importance of getting it right first time. Hiring the wrong person doesn’t just waste time – yours and theirs – it can also be costly. For a £27,600 paid new member of staff, you’ll need to budget for something closer to £50,000 in their first year of employment according to the Undercover Reporter. Fortunately, there are ways to make sure your recruitment process is fit for purpose and capable of picking out the best applicants.
Identifying skills during the recruitment process
Unless it is an entry-level position, the job you’re advertising to fill requires certain skills. Even if people are honest on their application forms, they’re likely to make sure the truth is presented in the best possible way. That’s fair enough, but you need facts. You need to know if an individual possesses the skills you’re looking for. Skills tests make this easy to discover prior to the interview stage. This saves time, makes the recruitment process much easier for you, and highlights those candidates that hit the targets you’re aiming for.
Skills tests can also be provided remotely over the internet
Why bother organising a testing scenario for everyone to attend when these tests can be made available online? Ask each candidate to complete an online skills test (or other recruitment test) before the recruitment process begins. You’ll immediately see which candidates meet the requirements you’re looking for. Shortlisting prior to interview makes good sense, especially when you likely have a dozen other things to do aside from recruiting new staff members.
General testing or tailored testing to help your recruitment process
Some recruiters use both, recognising the benefits of doing so. Testing can be either general, perhaps focusing on core skills or the aptitude of the candidate, or more specific. In the latter case, you can test for specific skills relevant to the industry or job role you are recruiting for. Again, the key here is to save time. Implementing online testing means only the best candidates will reach the interview stage. No delays and no wasted time for candidates or for you. You could also ask candidates applying for different positions to take a different set of online tests according to their preferred role. A little organisation in advance saves huge amounts of time throughout the process.
Rely on statistics and facts rather than gut feelings and trust
We naturally want to trust other people. However, when you meet someone for the first time – just as you would during an interview – you don’t know them. Many people embellish facts during interviews to appear as a more desirable candidate. This is understandable, but it doesn’t help you when you’re trying to decide who to employ. By resorting to skills testing and similar tests to whittle down the pack, you remove your personal feelings and thoughts from the recruitment process. This speeds everything up, removing the possibility of choosing the wrong person based on a gut feeling. You’ll also find it easier to get to the facts when you use such innovative recruitment techniques.
How we can help you with your recruitment process
Knowing how to find the right people and narrow the field of applicants doesn’t need to be difficult. We’re able to provide all the help and support you need in finding the best people for each role. Using pre-employment testing speeds up the recruitment process and makes it more accurate. For more information on how we can help you, call Skillsarena today on +44 (0)203 693 2201. Alternatively, send an email detailing your requirements.