Effective Hiring Methods to Hire Quality Candidates

A study shows any job position receives an average of 250 applications. So, shortlisting the right candidate from is just like finding the needle in a haystack.

Every job position requires different evaluation process and the method of shortlisting. The selection method you choose will depend on skills, attributes and knowledge required for that particular position. And of course, it will also need to be aligned with the prerequisite for the said position.

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How to identify and avoid interview biases?

We are human. We make mistakes and as a recruiter one is prone to exhibit interview bias. Most interview biases are involuntary- unconscious one might say. As an interviewer it is one’s duty to recruit a person who can get the job done and who fits the job description criteria perfectly. A recruiter’s judgement affects the life of hundreds of candidates and ultimately the growth trajectory of the company. If it comes laced with bias, an organization takes a huge hit on its culture.

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5 Masked Damages of Slow Recruitment Process

Slow recruitment process is the topic of discussion in many corporate set-ups. The ones who are impacted the maximum, are the lean organizations who cannot afford bench strength.

Some easily discernible ways in which slow hiring process impacts an organization are loss of revenue and brand image. But there is more to it than what catches the eye.

In this blog we would discuss some damages that stay beneath the surface yet are compelling enough to act upon.

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Today’s Recruitment Methods May Not Work Tomorrow – Are you future ready?

You already have a rock-solid recruiting team ready to build an outstanding workforce. You are consistently filling up positions at a reasonably okay cost and within a decent timeline.

While you are thinking, it could not get any better, inefficiencies are gnawing at your processes and making them weaker to weather the test of time. Take a step back, analyse and look for these discernible signs:

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