Principles of Selecting Talent – Part 2
Continuing on our discussion from January, we have outlined a basic talent selection process to follow, which will allow you to confidently state that your process is efficient, accurate, unbiased, and data-driven.
Develop a Candidate Profile
To initiate each recruitment process an accurate full candidate profile. This requires an analysis of your ongoing work, your existing skill sets, and acquiring a picture of the culture within your organization. Once you complete this exercise you will be able to target a precise skill set which will improve your team.
Passive channels, through job boards and social media, should be used to attract candidates seeking opportunities. Job postings should be concise and skill-focused, allowing candidates to self select for eligibility. This will ensure fit is the goal from the outset of the process.
As was mentioned above quantitative testing of candidates should be afforded primacy in the hiring process. With that, candidates identified, or longlisted, during the initial search phase should be assessed at this point, before an interview. Here at Virtus Groups we assess all candidates using our proprietary web-based assessment technology. As discussed in Part 1, specific result baselines can be set to efficiently identify the ideal candidate for any given position. Those who reach, or fall within, the baselines should be moved to a final interview.
At this stage the shortlisted candidates should meet members of your team for a final, and mutual, assessment of fit. You will know that each candidate has the skill set, competencies, and attitudes to fill the role at this point. The final interview will be an opportunity for both your team and the candidates to clarify details about each other and clear up any questions they may have.
Once the best candidate is identified, you should complete all requisite reference checks in a timely manner, with the explicit consent and cooperation of the prime candidate. When it comes to making an offer you should do so in a clear, concise way, offering an explanation of how a candidate can negotiate or seek clarification on certain aspects of the proposed contract.
If you follow these steps, you will onboard a valuable team member who will undoubtedly add value to your growing team. This process is repeatable, sustainable, and abides by the principles outlined by this document.