A ‘mobile-first’ selection strategy is the recruiter’s equivalent of a gold prospector’s ‘shallow gold pan’ and it can help you to unearth the right candidates in volume recruitment, according to a new white paper from international assessment specialist cut-e.
Called Panning for Gold, the white paper examines the challenges involved in screening out unsuitable applicants in volume and high-volume recruitment, so you can focus your selection process on the candidates who have the optimum person-job match. It also explains how to create an extraordinary candidate experience, via an efficient and consistent process which will be championed by all stakeholders within the organisation.
“Talent is a scarce commodity and, like gold prospectors, today’s volume recruitment teams need to know where to look for it and how to sift for it when they’re recruiting high volumes of customer-facing sales, service and support roles,” said Dr Achim Preuss, Chief Technology Officer at cut-e. “When you face an avalanche of applications, the challenge is to somehow select the right people and screen out the wrong applicants. This white paper offers a best practice approach to success. It explains how to find the optimum person-job match and how to predict which candidates will be successful in the role.”
The white paper highlights five key challenges that volume recruiters have to overcome and it provides an action plan of 14 ‘golden rules’ for best practice. These include integrate your systems; create the right expectations; use appropriate assessments to ‘measure what matters’; make it fair; engage, excite and inform your candidates; empower your hiring managers and conduct a ‘business impact’ study.
An overview of the different psychometric assessments, which are available to measure candidates, is included. Importantly, the white paper distinguishes between assessments that are mobile-enabled (they can play on a mobile device) and mobile-first (tests which have been purpose-built for mobile devices).
“Unless you’re using mobile-first assessments, you could be missing out on the right candidates for your volume and high volume roles,” said Dr Preuss. “A mobile-enabled test may be viewed and taken on a mobile device but it will not be optimised for this format, so the candidate experience may not be ideal. Mobile-first assessments can help to increase the diversity of your applicant pool, as individuals who do not own a desktop computer can still apply.”
To help create a business case for volume recruitment, the white paper examines the negative consequences of recruiting the wrong people (poor performance, early attrition and alienated customers). It recommends choosing a partner who can help with issues such as best practice, adhering to legislation, data security, talent analytics, validation and removing potential bias from your recruitment process.
“With a ‘mobile-first’ selection strategy and the support of the right assessment partner, you’ll be able to differentiate your employer brand, provide an engaging candidate experience, improve the efficiency of your selection process and, most importantly, you’ll be able to add value to your organisation by recruiting individuals who will stay longer, be more engaged and who’ll perform better,” added Dr Preuss. “Done right, this can do wonders for the external reputation of your organisation and internal standing of your recruitment team.”
cut-e’s new white paper Panning for Gold can be freely downloaded from here.