Job definitions are not thought of as a candidate attraction method, but the way you define a job impacts how candidates will respond to job advertisement.
How to attract and identify the best candidates
What strategies can you use to attract top talent to your positions, and how do you narrow that pool further to ensure you’re selecting the best candidate for the job?
We discuss strategies for making job advertisements more appealing and cover the most effective ways to recruit new employees.
We also address techniques for scoring applications, behavioural interviewing and reference checking, and the best methods for evaluating candidates.
A useful technique in attracting candidates is developing an Employee Value Proposition. It’s a process of finding out the benefits that people love about a job.
A top tip to maximise your ad response is to write the job ad in terms of outcomes and employee benefits and not simply listing duties or tasks.
Research based recruitment methods such as psych testing, structured interviews and Biodata scoring reduces the chances of hiring the wrong candidate.
The best way to screen resumes is to use a Biodata scoring method. Reading CV’s in a planned structured manner is a highly accurate recruitment technique.
From a research perspective Behavioural Interviewing is the most accurate form of interviewing and a highly effective recruitment technique.
Optimise your reference checking methods by speaking to the candidates previous leaders and asking those referees behavioural style interview questions.
Increase the accuracy of recruitment decisions by using psychometric tests which measure cognitive ability, values and counterproductive behaviours.
High Performance Modelling is an evidence based profiling tool that helps take the guess work out of evaluating the suitability of future hires.