Recruiting the right people into your business is crucial for its long-term success. But sifting through applications, reading CVs, developing short lists and interviewing candidates can be a time consuming and often costly process. The best practice recruitment process is developed as an innovative yet simple solution to the problems of building a good candidate list while minimising the time spend both for the recruiter and manager and for the prospective candidates.
The OnePage™ recruitment funnel has been specifically designed to help niche recruiters and HR managers work more efficiently. It moves away from the simplistic recruitment model that sees an agency place an advert and then pass on hundreds CVs to the hiring manager, without much screening or acknowledgement that the vast majority will be inappropriate, lack critical skills or at worst not even be interested in the role.
The BBPN OnePage™ process means that once a candidate has applied, or been approached about a vacancy, they are directed to a simple landing page with a handful of open questions which they need to complete to move the process forward.
Bespoke Open Questions Engages the Right Candidates
The questions are bespoke for the role and developed in conjunction with the hiring manager to probe for the key competencies of the role. They do require a little effort to complete; hence the questionnaire probes for proactive behaviour. Those who aren’t committed will simply drop out at this stage The responses also give an important insight into the personality and communication style of the applicants.
3 Types of People Apply to Vacancies
“There are often three kinds of people who apply to vacancies,” Says Simon Barlow of recruitment specialists Earl and Fisher, who uses the system on behalf of clients. “Individuals who are really interested in the role; those who may be interested but don’t actually have the necessary skills; and those who are really just dipping a toe and testing the water”. The BBPN OnePage™ best practice recruitment process helps to weed out these last two categories.
“No-one completes a whole questionnaire unless they are interested in the position, and by cutting out a high number of uncommitted people at the first phase means that the company and recruiter doesn’t have to waste time interviewing people who aren’t capable of actually filling the vacancy.”
No More CV Sifting
A more traditional way of developing a short-list of candidates would involve the hirer sifting through a pile of resumes. “Reading CVs is very time consuming and doesn’t really give you the information you need,” Simon continues. “This system means that in one go, without wasting any time or money, you can cut out around half of the candidates straight away – these are often just people who apply without even reading the role specification.” Simon adds: “The questions are worded in such a way that they give much more of an idea about a candidate than a piece of A4 paper with a list of qualification and skills on it,”
The answers given by the candidates combined with their CV are then be used by the recruiter or HR manager to evaluate suitability before a telephone-screening interview to gain a more in-depth understanding of each individual to help to draw up a tight short-list.
Face-to-Face Interviews are for the Final Few
It is not until the tight candidate list has been drawn up that the hirer will get involved with the interviewing process. Simon explains:
“Everything a client wants to filter for can be done beforehand. It’s convenient, effective and gives a quality outcome as it means the client only gets to see and interview the highest calibre of candidates, without wasting their time on uncommitted or unsuitable applicants.”
And on the critical ‘chemistry test he comments:
“And while it’s true that it is only through face-to-face interviews that you can gauge whether the chemistry is going to work, because of the initial rounds of screening, the hirer will actually have a much better feel for the skills and talents of an individual than they would have done if they used a more traditional recruitment process.”
Best Practice Recruitment Process Learning Points:
– It can also speed up the time that it takes to recruit the right committed individual into the business.
– Asking candidates to complete a well designed questionnaire means only those that are really interested in the job will persevere.
– Open questions lead to much more intuitive answers and when used effectively during interviews, lead to a greater understanding of each applicant.