Every business wants recruitment to be cost-effective while remaining effective. But how can this be done?
Businesses need to reach talented and suitable candidates. However, this stage consumes a great deal of time and money. Today, the relationship between new employees and businesses is often very short-lived. In nearly every case, after 2 months of probation and getting accustomed to the job, 8 out of 10 employees have already left. So, what should businesses do to ensure that recruitment is no longer a concern?
1. What is the cause?
Recruitment is often conducted using traditional methods. This means that a candidate's capabilities are assessed through direct discussion during an interview. Recruiters evaluate candidates by asking them questions.
However, most candidates' answers are self-assessments. They reflect what candidates want recruiters to see. This information may or may not be accurate. Therefore, this recruitment process also takes a great deal of time during large-scale hiring campaigns.
Some businesses also delegate recruitment to outsourced partners. The business only needs to provide the partner with the job description and requirements. However, the partner cannot fully understand the company's culture and strategy. As a result, recruitment is less effective and incurs additional costs and time for employee training.
Therefore, recruitment always needs a smarter and more effective solution.
2. So what is the optimal solution for making cost-effective recruitment effective?
- Posting job advertisements is the first step in a company's initial contact with applicants. Job advertisements need to be detailed and appealing. The job description should be clear, concise, and complete.
- Screening applications is essential. It minimizes applications that fail to meet the requirements of the position by applying predefined evaluation criteria established by the company.
- The recruitment process—which is very important—often consumes considerable company time and costs. Therefore, interviews need to deliver high quality with optimal screening effectiveness.
3. But how can the recruitment process become optimal and effective?
However, instead of conducting interviews one-on-one, the company can organize simultaneous interviews with all candidates at the same time. By using capability and personality tests. This method enables businesses to objectively assess each candidate's capabilities, as reflected in the results of each candidate's test. Having candidates take the test at the same time also helps businesses save time and costs.
In addition, businesses can easily compare the criteria for the position with the capabilities of applicants. Recruiters can screen and arrange personnel appropriately. Furthermore, the test helps recruiters identify characteristics such as each person's alertness, flexibility, and perseverance. Most importantly, leaders and recruiters gain a more objective view of each individual.
Contact Quest today for consultation on capability measurement solutions!
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