Smarter recruitment – A better way, a better future

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Coronavirus has hit us all hard, either on a personal basis with loved ones, in business or in our own employment, but also economically and financially, impacting the bottom line. It will likely continue to do so over the next few months and probably into next year, as we recover. Some sources are already talking about it being with us on an annual basis and we will all have to learn to deal with it along with influenza and other contagious viral infections.

Hope

If any of the previous contagious infections the world has endured on a lesser scale are anything to go by, we all come from hardy stock and bounce back fast if it does not last too long. This is a chart from a recent ‘World Economic Outlook’ report (October 2019) and shows the impact of some of these recent events and how we bounced back from them. It’s not that they don’t have an impact, they do and Coronavirus more so as a pandemic and with the speed with which it has spread.

But let’s hope it can be contained well enough that the long-lasting effects can be minimized, and we are allowed and are able to bounce back strongly.

What should we be looking at in the future?

Certainly, our habits and disciplines need to change, as well as our working practices. In my own arena, that of recruitment, we need to have better more robust processes in place, which will limit the impact and ideally provide better results quicker. This can only be done where we can limit and manage the processes to reduce the number of ‘face to face’ (F2F) contacts & interviews, get better qualification before we interview F2F.

We could reduce the need for face to face filtering, build better on-line screening, create secure on-line portals, create a ‘best practice’ to limit the need for huge volumes of F2F interviewing.

• Using video conferencing can help greatly whenever possible, or
• Pre-recorded ‘elevator pitch’, both can save a huge amount of time and reduce the need to see so many people.
• Use psychometric behavioural assessments to weed out, the ‘maybe candidates’,
• Develop strong question & answer (Q&A) programmes that can be applied indiscriminately to create a standard playing field for all candidates, which will probe candidate thinking.

Pro-active preparation will create a leaner more robust programme for the future, more rigour, more defensible and more reasonable, spending less time meeting dozens of candidates for just one role. It will save time and money and deliver better results.

Buy, build or hire

Why buy, build or even hire when at William Howard Associates Ltd, we offer the FISH24/7 methodology, which delivers all of the above and has been available for a long time. The on-line portal is available on any device (Mobile Phone, iPad, Laptop or PC), the information can be shared with other interviewers or decision makers, and hiring managers regardless of where they are in the world, and the notes can be shared to gain consensus and hiring decisions.

Fish24/7, limits the need to conduct dozens of F2F interviews or screenings and enables clients to both reduce the amount of time they spend in the hiring process and reduces the number of F2F interviews, allowing the interviewing of those candidates that have come through the rigorous process and are most likely to be hired.