Finding the right person for the job can seem impossible sometimes. Candidates are frustrated with job prospects and hiring managers are dissatisfied with applicants. In an article for TechRepublic, Patrick Gray shares some tips for fixing this broken cycle of terrible hiring. There are three approaches that can help remedy the flawed system:
- Have the right recruiter.
- Scrutinize the job description.
- Replace the broken process.
Tightening the Screws
One element to hiring that is insurmountably important is to have a good recruiter who is knowledgeable in the field. For IT, the recruiter needs to have technical expertise and be able to bring out these skills in candidates. Hiring the wrong candidate, or one that is not quite up to par, is costly for the company on many levels. Gray suggests that the pool of candidates initially be a blend of some that did not meet the qualifications. By doing this, IT and HR can see if their screening process is working.
Simply making a list of job requirements and then attaching “X” amount of experience to each one is an ineffective way to make a job posting. Gray suggests instead looking at the job and deciding what problem-solving skills the candidate will need for the job. The job description should be able to subtly get these traits out of a candidate.
According to Gray, “Perhaps one of the most effective fixes for IT hiring is replacing keywords and credentials with an actual technical or business problem.” Gray poses a problem to the applicant and tests how they would approach solving it. They will obviously not be able to completely solve a huge business problem in a few moments, but you can tell a lot about the candidate by how they initially react, the questions they ask, and how they apply their own experience to resolve the issue.
You can read the original article here: http://www.techrepublic.com/article/it-hiring-is-broken-here-are-three-ways-to-fix-it/