If you’ve ever wondered what the ideal candidate sourcing and screening process looks like, you’re not alone. Some of our executives have spent sleepless nights pondering and researching that very question so you don’t have to play a guessing game any more.
As part of CareerBuilder’s “HR Connect” monthly webinar series, Keith Hadley — practice leader, employment branding at CareerBuilder — and Bryan Fydryck — manager of sourcing solutions at CareerBuilder — offered up tips for candidate sourcing and screening.
Understand the role — and your candidates. The first order of business is to understand the role and determine your ideal candidate or recruiting target. If there’s a high volume of candidates, the emphasis should be on screening. If there’s a low volume of candidates, consider focusing more on sourcing.
Still, having a good grasp the role alone isn’t enough. As you look at potential candidates, ask yourself questions like: What company do they work for? What industry do they work in? What is their education level? What college or university did they attend? What kind of compensation are they looking for?
Don’t ignore the power of employment branding. OK, so you may not be Google or Zappos, but have potential candidates heard of you in a positive light? If not, think about how you can get your brand in front of the job seekers you’re trying to reach. After all, 2 in 3 candidates say they will accept a LOWER salary if you have a good employer brand.
Don’t drag your feet – act with urgency. There’s been a significant power shift from employers to candidates. So screen candidates and resumes quickly! Act fast – in this marketplace, there’s no time to waste. Assume that every candidate has multiple offers.
Build a talent pipeline. A candidate may not be the right fit for you today, but they might just be perfect for a role that opens up at your organization down the road. That’s why you should leave candidates with a positive feeling about your organisation.
Don’t forget about the metrics. Regardless of whether you love numbers or have nightmares about it, you must have a gauge of how effective your sourcing and screening process is. Some of the key metrics you should track include: conversion rates for unique roles, source of hire, number of candidates delivered, number of qualified candidates delivered and net promoter score (NPS).
Remember — you can’t be effective in isolation.
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