Construction Business Owner, July 2007

Organizations are adopting a variety of efforts to recruit, attract, hire and retain top candidates to keep pace with shifting business demands since employment is more volatile and the oncoming workforce crisis can be seen on the horizon.

Technology

The Internet, more than any other modern technology in recent years, has rapidly changed our lives in so many ways. It has not only added to our microwave society, but it has opened lines of communication globally where they did not before exist. Because of the more rapid dissemination of information, access to information through this medium is now an instrumental recruiting tool. Employers and human resource professionals not only have a wider audience to reach in their recruitment efforts, but they also have added options on how to use the information obtained in electronic format. 

Some of the more well-known sites and job search engines include CareerBoard, Monster.com, HotJobs and CareerBuilder. This process yields an exponential number of applicants and information-it can sometimes become a daunting task to review the hundreds of resumes received from a single advertisement. Where an advertisement in the local newspaper may yield satisfactory to minimal results, the Internet has a broad, even global reach. 

Some organizations acquire software to assist them in reviewing applications submitted electronically. For example, by doing word searches for the specific competency requirements of a position being advertised, companies are better able to match a candidate to the right position in a more time-efficient way. Other companies may utilize resume sorting technology.

The age of the Internet has affected many things in our society, including the way companies recruit-both now and well into the future. As emerging new technologies are rolled out, they could play even more significant roles in recruiting efforts. An employer must develop a well thought-out process to successfully manage the information provided through very useful electronic hiring methods. 

Candidate Assessment

Assessment of candidates is becoming more widely used by organizations in recruitment. Areas of assessment to consider include online technical skill assessments, job competency indexes, the use of simulations, on-the-job shadowing, improved screening for diversity amongst candidates and even improved metrics to identify and validate those screening tools to determine which are the most effective. Other online pre-employment assessment tools are available to assist in matching the best and brightest candidates to the right position.

One such tool is the Profiles XT^TM, which is a total person assessment, employment evaluation and human resource management assessment tool. It measures the job-related qualities that make a person successful for a company and a specific job-thinking and reasoning style, behavioral traits and occupational interests. These tools are employed in selection, promotion, coaching, training, managing, succession planning and more. 

Job Match Patterns are often highly effective, as they compare the qualities of job candidates to the profile of the expected successful person. The pattern tells whether candidates are alike or different from the organization's top performers. Job Match Patterns can accurately predict job success more often than sole reliance on other common factors such as education, experience or job training. Matching people to fit their work within the organization builds productivity and job satisfaction, and it diminishes stress, tension, conflict, miscommunication and costly employee turnover.

Metrics

Employers are increasing the utilization of metrics used to identify the effectiveness of their recruiting efforts and evaluation of employee performance. More efforts are being made to learn what sources are most effective and to expand the use of such sources.

There are many companies that deploy the use of tactical metrics, which include the amount of time a position is open, cost-per-hire, number and type of interviews, etc. The trend will continue to be developing strategic metrics, such as sourcing avenues, quality of hire, productivity measurements, recruiting from competitors and return on investment. These tactics will be used to measure the quality of the sources for candidates, as well as the candidates themselves. 

Even though many new trends have emerged in recruitment and access to candidate information via the Internet and other sources, one of the most significant sources of candidate acquisition is referrals. Many organizations have established referral programs, some of which offer incentives for employees to assist in the company's recruiting efforts. In a way, existing employees help to pre-screen and pre-sell the potentially good candidates for employment.

 

Title
Comment
Name
Email
Write the displayed characters
	Add Comment