Attracting the Candidates & Screening Applications in Consumer Durable Industry
Attracting the Right Pool of Candidates
Recruiting suitable candidates for a specific job
role has been more complex than ever before as the competition for jobs and the
competition in the commercial world has become more composite in the modern
world. Every job role is specific. Thus, companies adhere to a number of
sourcing options that are available to attract the pool of the right candidates
to themselves. In a company, there are some vacancies that may attract a larger
pool of candidates whereas the vacancies with specialized job skills are in
challenge due to a shortage of the right skilled persons. In such cases, organizations
may be looking at developing relationships with potential future candidates
(University of Otago, 2020). The key to recruiting is attracting candidates, as
businesses build a pool of candidates who are both desirable to and drawn to
the organization. Businesses spend a lot of time and money trying to fill open
positions with applicants. Organizations are quite picky about whom they hire,
thus in order to have a varied applicant pool, they need to draw in a lot of
applications early on (Freeman, C. et al, 2007). Attracting the attention of
the people who the company want to recruit is vital to the success of a recruitment
campaign (University of Otago,2020).
Screening Applicants
Process of screening the applicants is as mentioned below,
Source - ( https://www.lucidchart.com/blog/)
The screening step is when the search committee's responsibility is to assess each applicant's qualifications and give them a close look in order to identify which candidates are most suited for the position (Oregon State University, 2020).
As per the above statement, the committee members of the
HR group can decide and determine by reviewing the pool of interested
applicants whether the pool is sufficiently diverse and if a sufficient number
of applicants who are fairly qualified as expected have gained interest in
applying for the vacancy of concern. If not, the search committee has to negotiate
with the hiring manager to decide the best course of action to be taken in
order to extend the search and conduct more targeted recruiting. If the
committee decides that the pool is sufficient, the screening process should
follow.
Analyzing the documents submitted in response to the advertisement published about the job is the first step in the screening procedure. To make sure that applicants meet all of the requirements listed in the job offer, this analysis is conducted. Gosh, P 2019 claims that the process of assessing job applications is termed as candidate screening. This step follows candidate sourcing and entails scanning through resumes and cover letters to identify candidates who are most compatible with the job description, considering each prospect's qualifications, experience, skill set, and expected fit with the organization. Ghosh, P 2019, states that the candidate screening process consists of three parts.
Three Steps of the Candidate Screening Process is as mentioned below,
Source - ( https://www.slideteam.net/ )
Involving Technology for Screening Candidates
With the development of technology, administrative
tasks that require a larger time commitment can now be delegated with new
technology (Ghosh, P. 2019). It is evident that processes like screening that
have distinctly quantifiable or directly quantifiable input and output
mechanisms can now be automated. Robotics and artificial intelligence (AI)
technology are two examples of technologies that are programmed to be used for
screening applications (Ghosh, P. 2019).
At present HR managers are also forced that the whole recruitment system to be re-designed (Cullen,2001). Due to the exponential growth of e-recruitment techniques, organizations will soon need automated resume screening and searching tools in order to compete in their respective markets (Du Plessis & Fredrick, 2012).
There are both pros and cons in using technology for screening purpose. The advantages and disadvantages of the screening process are done through using of technology.
Source - (https://www.semanticscholar.org )
Screening Process in Construction Industry
According to a previous blog article, the consumer durables market has a rather high attrition rate when compared to other industries. The screening procedure must therefore be expedited in order to avoid losing the best candidate for the organization owing to excessive time consumption. At the moment, Homelands Skyline (Pvt) Ltd. does its screening process by hand and hasn't added technology to the process. The right match for the company will stay with the firm without looking elsewhere owing to the high attrition rate in the industry, but if the company can integrate AI technology along with the human process, a better fit for the desired job can be chosen in a short period of time. Especially, for office staff and for the vacancies of manager and above posts. However, the company will have to adapt to the formal method of screening in order to recruit staff for site work as it needs to identify the specific skills with a hands-on interview process.
References
Cullen, B 2001, E-recruiting is a driving HR systems integration, Human Resource Department Management Report.
Du
Plessis, A & Frederick, H 2012, Effectiveness of e-recruiting, Science
Journal of Business Management, Science Journal Publication.
Freeman, C, Vinnicombe, S & Terjesan, S 2007,
Attracting generation Y graduates, Organizational Attributes.
Ghosh, P 2019, Candidate screening & selection process, HR Technologist.
University Human Resources, 2023, Screening Applicants, Oregon State University (online). Available at
Human Resources, 2021, Attracting Candidates, University of Otago (online). Available athttps://www.otago.ac.nz/humanresources/toolkit/recruiting/attracting-candidates/index.html. Accessed on 12th April 2023.
This blog article provides a good overview of the candidate attraction and screening process in recruitment. The author does a good job of explaining the importance of attracting high-quality candidates and the strategies that organizations can use to do so, such as employer branding and leveraging social media. The article also covers the key elements of the screening process, including resume review, pre-employment testing, and interviews. Additionally, the article provides practical tips for optimizing the candidate attraction and screening process to ensure that organizations are able to identify the most suitable candidates for their needs. However, the article could benefit from more specific examples to illustrate its points and more in-depth analysis of the challenges associated with candidate attraction and screening. Overall, this article is a useful resource for HR professionals and recruiters looking to optimize their recruitment processes.
ReplyDeleteThank you for your feedback and analysis of the article. It's great to hear that the article was helpful and provided a good overview of the candidate attraction and screening process in recruitment. I agree that providing specific examples and more in-depth analysis of the challenges associated with candidate attraction and screening could be beneficial for readers. Nonetheless, I'm glad that the article was able to provide practical tips for optimizing the candidate attraction and screening process.
DeleteThis article gives some good insights into the recruitment process including use of technology for screening and also how this can be applied in the construction industry. A major concern when it comes to use of technology is that due to various Privacy regulations around the world, a candidate can request the screen to be redone using manual methods, as a result the screening process will have to be done again.
ReplyDeleteThank you for your comment and question, Malindra. You bring up an important point regarding privacy regulations and their impact on the use of technology in the recruitment process. It is true that in many jurisdictions, candidates have the right to request that their personal data be processed manually, rather than by automated means. This is often referred to as the "right to manual intervention" or the "right to human review." Organizations that use technology for candidate screening and selection should be aware of these regulations and ensure that they have processes in place to accommodate requests for manual intervention. In some cases, this may mean having a dedicated team of trained recruiters who can manually review resumes and conduct interviews. In other cases, it may mean using a hybrid approach that combines automated screening with manual review for certain stages of the process.
DeleteOverall, organizations need to strike a balance between the benefits of using technology to streamline the recruitment process and the need to comply with privacy regulations and ensure a fair and equitable process for all candidates. By staying up to date on relevant regulations and being transparent with candidates about how their data will be used, organizations can help build trust and credibility in their recruitment process.
Your post is a valuable resource for HR professionals and hiring managers looking to improve their recruitment process. You did an excellent job of providing practical tips for attracting top talent and screening candidates effectively.
ReplyDeleteOne suggestion I have for you is to expand on the section about using social media for recruitment. While the post mentions the importance of having a strong social media presence, it would be helpful to provide more specific examples of how to leverage different social media platforms for recruitment purposes.
Thank you for your feedback and suggestion, Prasadi. Expanding on the section about using social media for recruitment is a great idea. Here are some specific examples of how different social media platforms can be leveraged for recruitment,
Delete1. LinkedIn: This platform is specifically designed for professional networking and job searching. HR professionals can use LinkedIn to post job openings, search for candidates with specific skills or experience, and engage with potential candidates by commenting on their posts or sending them direct messages.
2. Twitter: Although not as commonly used for recruitment as LinkedIn, Twitter can be a useful tool for reaching a large audience quickly. HR professionals can use Twitter to post job openings, share company news and updates, and engage with potential candidates by retweeting or replying to their tweets.
3. Facebook: This platform can be useful for recruitment in industries where potential candidates may not be actively searching for jobs on traditional job boards. HR professionals can use Facebook to post job openings, share company culture and values, and engage with potential candidates by creating a Facebook group for interested job seekers.
4. Instagram: While not typically used for recruitment purposes, Instagram can be a great tool for showcasing a company's culture and values to potential candidates. HR professionals can use Instagram to post pictures and videos of their office, team members, and company events, as well as share quotes and insights that align with their company's values.
I hope these examples are helpful!
We can see valuable insight from this article Renuka . Screening applicants is a part of the overall hiring process, coming before the interview stage and after you have collected résumés through a job ad or recruitment event. An HR screening process allows you to create a shortlist of qualified individuals who have the potential to be successful at your organization.
ReplyDelete7 Methods For Screening Candidates To Hire Better | Vervoe
vervoe.com
https://vervoe.com › screening-candidates
Thank you for sharing your thoughts, Nilushika. I agree that screening is a crucial part of the hiring process and can help organizations create a shortlist of qualified candidates. The article you linked to on Vervoe also provides some useful methods for screening candidates effectively, including behavioral and skills-based assessments, reference checks, and work samples. These methods can help organizations identify the most suitable candidates for the job and ensure that they have the skills and experience needed to succeed in the role.
DeleteI thoroughly enjoyed reading your article. It was well-written and informative. However, I believe that it would have been even more valuable if you had touched upon the significance of employer branding in attracting the right candidates. A robust employer brand can make a company stand out in a highly competitive market and draw in top-tier talent. hope you will be able to include this in your upcoming articles. Overall, great work!
ReplyDeleteThank you for your feedback Praveen. I completely agree with you that employer branding plays a crucial role in attracting top-tier talent. In fact, in the article, I briefly mentioned the importance of employer branding in the candidate attraction process. However, I agree that it would be helpful to provide more detailed information on how to build and maintain a strong employer brand. I will definitely keep this in mind for future articles. Thank you again for your comment and for taking the time to read my article.
DeleteThe number of job advertisements and applications is continuing to rise and making it more difficult for companies to attract the right candidates to their vacancies. It's true that a companie's most important assist is their people, so if you want a successful business make sure you are hiring the best candidates. Placing the right people in the right roles will have an immediate effect on your business. Unique article. You can add "Alignment values" and EVP under this topic. EVP mean "An attractive employee value proposition" . What you think? How artificial intelligence methods help to select right candidates for right positions? Because AI is past growing education and data platform worlwide.
ReplyDeleteThank you for your feedback and suggestions Wishmila. I completely agree with you that the right people are crucial for the success of any business. Aligning values and having an attractive employee value proposition can definitely help in attracting and retaining the right candidates.
DeleteRegarding your question about how artificial intelligence (AI) can help select the right candidates for the right positions, AI can be used in various stages of the recruitment process, such as resume screening and pre-employment testing. For example, AI-powered tools can quickly and accurately analyze resumes and applications to identify the most qualified candidates based on specific criteria set by the employer. AI can also be used in pre-employment testing to assess a candidate's skills, abilities, and personality traits, which can help identify the best fit for the job and the company culture. However, it's important to note that AI should be used as a tool to assist with recruitment, not replace human judgment entirely.
Hey Kasun good overview about the recruitment process. This is the most initial stage where HR involves for an employee. Its good that you explained about how Technology impact to recruitment process. I gain more knowledge by reading this article.
ReplyDeleteHi Janaka, thank you for your comment and I'm glad you found the article informative. Yes, technology has certainly transformed the recruitment process in recent years and it's important for HR professionals to stay up-to-date with the latest tools and techniques to attract and screen top talent effectively. If you have any further questions or feedback, please feel free to let me know.
DeleteI completely agree with the author that attracting the right pool of candidates is critical for the success of a recruitment campaign. The process of recruiting suitable candidates for a particular job role is becoming more complex and challenging. As Gilmore and Williams (2009) state, every job role is specific, and companies need to use several sourcing options to attract the pool of the right candidates to themselves. Companies often spend a lot of time and money trying to fill open positions with applicants (Freeman et al., 2007). Therefore, attracting the attention of people who the company wants to recruit is vital to the success of a recruitment campaign.
ReplyDeleteRegarding the screening process, I agree with Gosh (2019) that the process of assessing job applications is known as candidate screening. It involves scanning through resumes and cover letters to identify candidates who are most compatible with the job description, considering each prospect's qualifications, experience, skill set, and expected fit with the organization. The three steps of the candidate screening process mentioned by the author are crucial in identifying the most suitable candidates for the job. Additionally, as Ghosh (2019) suggests, with the development of technology, administrative tasks that require a larger time commitment can now be delegated, and the use of robotics and artificial intelligence (AI) technology can help in screening applications.
Thank you very much for your feedback Hassan. Regarding the screening process, I agree with Gosh (2019) that the process of assessing job applications is known as candidate screening. It involves scanning through resumes and cover letters to identify candidates who are most compatible with the job description, considering each prospect's qualifications, experience, skill set, and expected fit with the organization. The three steps of the candidate screening process mentioned by the author are crucial in identifying the most suitable candidates for the job. Additionally, as Ghosh (2019) suggests, with the development of technology, administrative tasks that require a larger time commitment can now be delegated, and the use of robotics and artificial intelligence (AI) technology can help in screening applications.
DeleteThank you for your insightful comment! I completely agree with your points on the importance of attracting the right pool of candidates and the complexity of the recruitment process. Using multiple sourcing options and attracting the attention of potential candidates is crucial for a successful recruitment campaign. And I also agree that technology, particularly AI and robotics, can be useful in the screening process by automating administrative tasks and helping identify the most suitable candidates for the job.