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1、www.thomas.coA guide to recruiting top talentRecruiting top talent as you rebuild your business2IntroductionAs the world tries to recover from the impact of the current pandemic,your business most likely finds itself moving further away from a centralised,office-based work environment and struggling
2、 to recruit,retain and keep engaged the employees and teams required to ensure you thrive in the new economy.Its likely you will be grappling with changes required to operating models and supporting infrastructure,which in turn may have highlighted significant capability gaps.The repurposing or recr
3、uiting of the right employees and skillsets into restructured teams to address these gaps will be paramount and will need to be done rapidly,remotely and successfully.It is with the right people in the right roles that businesses like yours will be able to rebuild and renew business performance with
4、 confidence.Hiring and retaining the right people has always been a difficult,costly and risky process,and carrying this out in a world slowly recovering from the current crisis is even harder.Recruiting remotely and rapidly with confidence,onboarding and integrating new remote team members into est
5、ablished structures,whilst at the same time motivating and engaging existing staff as their roles evolve these are a major challenges for businesses of all sizes around the globe.You will need a dedicated strategy to help you identify the talent thats suited to your culture,right for the role and li
6、kely to stick around.Get this right and you can achieve anything.Get it wrong and youll face workforce disharmony and rising costs.Key focus points for HR teams in Recruitment now:Remote recruitment&onboarding Culture and team-fit Reducing both conscious and unconscious bias from recruitment Finding
7、 top talent in a highly populated talent pool Employee engagement Diversity&InclusionAt Thomas International,we have been using people assessments,backed by psychology and data,to help organisations like yours predict job performance,identify the best employees,both in team-fit and ability,and optim
8、ise team performance for over 35 years.This guide will help you find out how to recruit by recognising the factors currently changing the recruitment landscape,show what a best practice approach to recruitment looks like,and look at the tools you can use to improve your success.Well take a look at e
9、fficient and effective recruitment strategies and processes involved with hiring,and explore how to develop and measure your recruitment processes to increase positive outcomes.Well also explore what happens when you hire the wrong personand provide expert advice to help you make sure that doesnt ha
10、ppen.From costly errors in attracting the wrong candidates to identifying unsuitable culture fits,well help you avoid some of the most common mistakes in recruitment.3How can a recruitment process benefit a business?There is no single recruitment process,as they will vary from business to business d
11、epending on company structure and size,industry,and the role that is being filled.Junior roles often involve a less rigorous operation than that for senior and leadership positions,such as C-suite executives.The right recruitment process can create a uniform approach to filling positions within a bu
12、siness,ensuring equality and consideration of candidates.There are a number of key benefits of implementing a defined recruiting process within your business including:Improving productivity-this can occur by effectively hiring new staff who have high potential,good team fit and are suitable candida
13、tes for the role.By recruiting high-performing candidates,you will create healthy competition within teams to stamp out complacency and improve productivity.Cost-saving-using internal recruitment can save on hefty recruitment costs and encourage staff engagement.Strong talent pools-finding a good nu
14、mber of quality candidates can lead to increased hiring,driving growth and productivity within a business and may provide a quicker turnaround in filling vacancies.Quicker position filling-Having a process in place can also make your search for viable candidates more efficient,which in turn can make
15、 your organisation more appealing to potential candidates in the future.This reduces the time spent internally and minimises costs associated with recruitment.Clear outcomes-by not over-selling a job position or the company,you can reduce attrition and improve productivity for the company.Reduce unc
16、onscious bias-with the right recruitment process,and the use of psychometric assessments,the risk of conscious or unconscious bias is vastly reduced,if not mitigated altogether.It used to be that the modern candidate was in a position of power due to a global shortage of talent.However,nowadays,the
17、recruitment market is flooded,with plenty of talent and not enough jobs,making it an employers market.During the second quarter of 2020,there was a 14%drop in global working hours,equivalent to the loss of 400 million full-time jobs.ILO Monitor of COVID-19 and The World of Work:5th Edition4Diversity
18、,Equality&BiasWorkforce demographics are currently undergoing a huge period of change.Greater life expectancy and changes to pensions are causing many to work for longer;more women are entering the workforce,giving rise to equal pay and childcare provision schemes;before the Covid-19 pandemic,which
19、significantly changed global travel patterns,net migration had been estimated to account for 40%of the growth of the working population in 2020.For employers,keeping up with these changes and ensuring workplace harmony will require concentrated efforts and will inevitably throw up new challenges.Whe
20、n presented with candidates who appear similar based on their CV,it can be hard to select one over the other without resorting to conscious or unconscious bias.Introducing assessments into your recruitment processes gives you better insight than ever before,and prevents those types of decisions need
21、ing to be made.A 2018 study by Harvard Business Review found that the most diverse companies were also the most innovative,allowing them to market a greater range of products to consumers.Companies with higher-than-average diversity had 19%higher innovation revenues.Social media connectivityTechnolo
22、gical change has made both employers and potential hires more accessible to each other.Active networking and social media means information is more readily available and it affects both the way you recruit,and the way you should promote your workplace.For recruitment agencies and departments,the pre
23、ssure is on to use data to develop more targeted and insightful recruitment processes.For your brand,using social media as a window into your culture can be a vital step in attracting like-minded people.Candidate attractionAttracting like-minded people isnt just about the initial interactions though
24、.To form a successful relationship with your candidates there must be a clear understanding of each partys vision,values,identity and objectives.The candidate experience,from beginning to end,must be an enticing and ultimately satisfactory one.Especially when potential hires will be receiving multip
25、le offers and comparing the culture and values of each company to their own.5How to develop an effective recruitment processThere are several ways to develop an effective recruitment process.However,many of them follow similar methods that are tried and tested.There are natural variations based on s
26、ectors,business sizes and positions which are being filled,but applying the key steps to your process will provide greater efficiency for your HR recruitment process.Its also important to remember the recruitment process does not end with the candidate signing their contract,it ends once they have s
27、uccessfully been onboarded into the company.This is when you can apply recruitment metrics to understand the effectiveness of your recruitment strategy.Applying best practice to your recruitment strategyWith the cost of mis-hires for businesses totalling between 4 and 15 times the annual salary for
28、the role,HR professionals are under increasing pressure to implement best-in-class recruitment practices to ensure they find the right candidates for their organisation.At Thomas,weve identified the following five stages for best-practice recruitment:12345Clearly definingthe vacantroleCandidateattra
29、ctionInduction into the role,team and cultureAssessment and selectionAppointing the rightpersonquickly62.Candidate attractionIncreasingly important in such a competitive market,showcasing your employer brand through different recruiters,online platforms and communication methods can be a vital step
30、in attracting the right candidates.Advertising the role You may choose to advertise on your own platform or via job boards or a third party recruitment agency.Ensure wherever you are advertising online you use keywords to attract relevant applicants.The full application process must be innovative,us
31、er-friendly and,most importantly,mobile-optimised to ensure todays candidates engage in the process.Online platforms Understanding how technology can help with digital recruitment strategies is essential.Stay transparent when communicating Communication throughout the recruitment process is benefici
32、al for both candidates and hiring managers.Open and transparent communication is essential to ensure all parties are clear about where they are in the process.With a variety of technology available,communicating throughout the process is easier than ever.A simple email to let applicants know if they
33、 have progressed to the next stage or not is a basic courtesy and increases your brand reputation with candidates.Where possible you can use technology to assist with the automation of communication to make your process more efficient.Communication between key staff involved in the recruitment proce
34、ss is also essential to ensure there are no misunderstandings about internal expectations.So you need to make sure your recruitment technology is up to date to ensure a seamless,or even functional,candidate journey.Glassdoor1 in 4 people wont apply for a job if a companys career site isnt mobile opt
35、imised.1.Clearly define the vacant roleGetting this first stage of the process right is vital.Clearly defining the vacant role will lead to more suitable applicants,more objective decision-making and longer-term hires.Identify the needs of the business before you begin preparing a job description as
36、 this will guide you to write a well-defined and clear outline.It can be easier to write for an existing role than a new role.Well-written job descriptions also provide effective communication about the expectations of a role and can give clear parameters to potential candidates.7But how can you mak
37、e sure youre able to hire the right person,first time,every time?An effective and well-planned recruitment strategy will use psychometric assessments to help understand the qualities,skills and personality traits that best fit a particular role.And,in turn,to identify those qualities within potentia
38、l hires.Employer brand With the exponential rise of social media over the past few years,monitoring,controlling and focusing on your employer brand is more important than ever.It can be the difference between attracting the top talent and watching that talent go to a competitor.Platforms like Glassd
39、oor provide a powerful opportunity to promote your company to candidates who are evaluating potential employers and advertise to ideal candidates who may not be aware of your organisation.When combined with a focused and engaging social media strategy,this can give your brand the platform it needs t
40、o reach a vast online network of potential candidates.3.Assessment and selectionBe sure to observe competencies and qualities apparent in employees in order to confirm that they are reliable characteristics.Psychometric assessments help with this and provide you with a more rounded,objective view.If
41、,like 70%of organisations surveyed by the CIPD,your vacancies are proving hard to fill,there are a couple of questions worth asking:When was the last time you reviewed your recruitment processes?What are you doing to ensure your best people stay with you?That second question is vital.Currently,34%of
42、 organisations report difficulty in retaining staff past the 12-month mark.8Using psychometric assessments means youll find yourself interviewing only the most relevant candidates,which will save time and money and give you a greater chance of getting the right person in the right job.This will impr
43、ove your organisations overall performance and reduce employee turnover.Candidate assessments offer a science-based approach to evaluating potential hires against the expectations of the role.By taking these insights into consideration,you can make quicker and more confident hiring decisions for you
44、r business.But how do you know which assessments to use?Or maybe youre wondering what a psychometric test is in recruitment?There are several psychometric tests you can apply when searching for candidates:Behavioural assessments can help you learn about your candidates communication styles,ability t
45、o interact with others,and any triggers of stress that can determine how they will behave as part of a team.You can use Thomas behaviour assessment to create behaviour-based job profiles to find the right candidate.Personality assessments and recruitment go hand-in-hand.They help to clarify what new
46、 hires would contribute to your employee culture and,importantly,who may not be a good fit.This can be especially important when hiring for management-level positions.Emotional Intelligence assessments show how people are likely to perform in complex business environments for instance when facing po
47、tentially difficult situations,tasked with high-impact decision-making or when handling different personalities.Aptitude assessments can predict the amount of time it will take people to get acclimated to their new role.This will help you avoid bringing in new employees that may end up leaving due t
48、o frustration and can also help you protect the reputation of your business.Why use psychometric assessments in recruitment?Creating a job profile enables you to define the behaviour and personality traits that are essential to the role.You can then compare candidate assessment results with a star r
49、ating to show which fits most with the desired profile.Interview guides give targeted questions based on their assessment results to gain deeper insight into their behaviour and personality to better match the role.Star Ratings94.Appointing the right person quickly Once youve identified the right ca
50、ndidate,make an offer as soon as possible.MRI Network found that 47%of declined offers were due to candidates receiving alternative job offers.Recruiting technology can allow you to make the hiring process fast,easy and enjoyable for you and your candidates.They can now apply for jobs by smartphone,
51、take interactive assessments,self-schedule interviews or have a video interview online all in a fraction of the time it would take to complete a traditional recruitment process.You also need to ensure you are moving through the process as quickly as possible internally so ideal candidates arent snap
52、ped up by another employer first.Having clear expectations throughout each stage can ensure your recruitment process is as efficient as possible so no time is lost unnecessarily.5.Induction into the role,team and culture A detailed induction into the role,team and company culture will allow any new
53、hires to settle into the business.These introductions can be tailored to the individual using the information gathered from assessments during the recruitment process.Onboarding-When youve found the ideal candidate,its time to start onboarding them to join your business.Ensure you provide all the in
54、formation they require to make an informed decision.This may involve negotiating before acceptance of the offer and should clearly lay out what is expected.Now,with more companies than ever onboarding from a distance,it is important to have a full strategy in place for remote onboarding that both th
55、e line manager and candidate feel comfortable with.It is no longer the case of“one size fits all”.A workplace connections coach seems to be popular in this current climate,with someone for the new candidate to reach out to remotely,when they need to work collaboratively with different members of the
56、 business.Training and development-Ensure candidates receive the support they need for training and development.Mentor or pairing systems can be useful for upskilling and teaching new staff the ropes.This is a healthy way to support their progress and integrate them with other team members.You can s
57、ee a candidates potential from the get-go by using assessments,particularly the personality assessment,and tailor a training and development plan to their needs and in a way that will be most beneficial to them and ultimately,the company.Training and development in the post covid-world will not be p
58、ossible in the more“traditional”ways such as on the job training or through observing potential development candidates.That is why it is so important to look for alternative ways to see an employees potential.Its important to note that assessments do not judge right or wrong answers as far as the ca
59、ndidate is concerned10The recruitment landscape wont look this way forever.It changes all the time.But if you take a proactive approach to make sure you can identify,attract and retain the right people for your organisation,then your business stands to gain a real advantage over the competition.From
60、 using various methods including psychometric testing to better evaluate candidate skills to adapting your recruitment strategy to evolve with the ever-changing employment landscape,there are numerous ways to enhance your businesses employment process.Understanding the value of an efficient recruitm
61、ent process in saving organisations money and time can be instrumental in generating improved productivity-both from a hiring perspective and employee engagement.Recognising the effectiveness of an appropriate recruitment process helps businesses to set benchmarks and streamline their employee growt
62、h plan for greater organisational benefit.At Thomas International,we use scientifically proven processes to provide organisations like yours with vital insights into the behaviours,talents,personality and capacity for learning of your potential hires.To see how we can help you stay ahead of the recr
63、uitment game,take a look at our solutions at www.thomas.co.or speak to an expert today.ConclusionWe hope you enjoyed exploring our insights as much as we did putting them together.With it,you can distil complex data into simple insights and make smarter choices for your people and business.Alternati
64、vely,wed love to hear from you.So get in touch for a one-to-one chat on 01628 470980 or infothomas.co.uk.Contact usYou can learn more about our psychometric assessmentshereYou can also explore the new-and-improved Thomas Performhere Copyright Thomas International Ltd 2021A Guide to Recruiting Top Ta
65、lent 2021www.thomas.co Thomas International Ltd 2021.Founded in 1981,Thomas International transforms theperformance of organisations around the world through smarter people decisions,looking beyond just skills and experience to identify the true potential and capability of people.Its talent assessment platform combines technology,psychology and data to make the complex nature of human behaviour,aptitude and personality easier for everyone to understand.Today,Thomas helps over 11,000 companies across 140 countries unleash the power of their people.