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The talent Sourcing Process is itself a very time consuming and for small or medium-sized businesses it can be very tricky with Spending restrictions on resources.
For staffing companies, the biggest success is to onboard the best and most suitable talents and to retain them.
Depending upon the needs of the organization, Strategies for screening and interviews should be flexible enough to change with the altering circumstances as finding a strategy and implementing it is necessary, it is also important to change the process according to the Organization’s changing needs.
There are few Authentic and Proven Methods agencies or staffing companies can take to get maximum efficiency on hiring
#1. KYC – Know Your Candidate:
Knowing your candidate is the most important step to follow. Make sure you know their CV well and try to understand what they are looking for and if they know about the company and its vision. Get additional information and skills of the candidate which might not mention in the CV for some reason
This way, you can also verify if the candidate is the person they claim to be on paper or not and if he/she is suitable for the role or not.
#2. Be Prepared with your questions:
You would not know a candidate completely within an hour of an interview as there is never enough time to evaluate a person’s skills and behaviour completely. So make sure you ask the right questions, ask the specifics besides common questions. If you make the interview Process lengthy that will drain the candidate as well as you. So ask your questions wisely, and gather data on everything you want to know about the candidate.
#3. Give a small project or scenario:
Candidates want to make the best impression possible as their goal is to convince you that they are the best person for the job. Recognizing true talents sometimes may be really tricky. You can ask questions that target actual performance results. Ask Candidates for a work sample of a previous project, or give them a small similar instant project or escalation scenario – that way you see how the candidate tackles the situation and you can have a fair idea about the quality of the candidate.
#4 – Be Consistent:
Taking many interviews for the same role can be exhausting and monotonous. Sometimes in that Monotony, we tend to loosen our energy after the 4th or 5th interview of the day.
You don’t want to lose a top-qualified candidate over a moment of distraction or monotony so Make the interview process interesting by explaining the interview process to the candidate before you begin and start with small personal information about the candidate. Allow them to be comfortable and ask questions if they want to know something. This way your energy will be Consistent throughout the process.
#5. Provide Candidates with information about your company.
Candidates leave an interview with their own impressions and judgments about you and your company. Sometimes selected candidates would not choose your company over confusion or miscommunication. You need to provide information about the company and culture and also provide follow-up questions to be answered.
By applying these 5 Methods, Recruiters not only improve the efficiency and consistency of the interview process but also will increase the accuracy in selecting the best person for the job.