Are you wondering why you only get the same "temporary" candidates - who are professional in accordance with the expectations of the job position and company culture, but do not bring a breakthrough and show the talent element. There is still another way to improve recruitment tactics. First of all, you have to accept that recruiting is a science, but it is also an art. Technology and computers can distinguish candidates based on keywords, social networking relationships and online application. However, recruitment is still an art when you need to determine what makes a candidate special. The human factor in the recruitment process will gradually accumulate through different recruitment times, thereby allowing you to observe a variety of potential candidates as an individual, in contrast to the written details in the candidate's profile. This way of thinking will determine how you think and behave from the first time you meet candidates in the talent selection process. So are you ready to change the way of thinking and attract many talented candidates? How does the habit hinder success? People tend to develop patterns and methods of working quickly before problems or decisions. This is nothing wrong because it is the brain's instinct. Cognitive, the brain will handle differences. But unconsciously, the brain is often exposed to easy and familiar content. We can ignore or underestimate a person's experience, living circumstances or even the difference between different people, because our brain simply unconsciously works according to familiar content. Our cognitive part can be obscured by the unconscious activity of the brain. Through many different times, our brain automatically default to the ability to receive new information. What does this mean by finding and recruiting candidates? The ability to find different candidates from many different sources has been significantly limited, because we have unconsciously go to familiar and easy places. For example, suppose you are looking at the profile of a candidate who studied college in Europe and attended another school in California (in the western United States). You live in New England and know that your organization tends to choose people who have studied from American schools in the northeast or major institutions in New England. You will stop for a few seconds to consider whether to continue viewing the information of candidates from California or Europe. At this point, your brain visualizes how the candidate's origin is acceptable. But this unconscious way of thinking has limited you to choose talented candidates from many different sources. The job of an employer to find hidden talents is to broaden the horizons and apply an appropriate way of thinking in the hiring process.
5 ways to refresh your hiring tactics
Here are 5 tactics that you can apply to ensure that your candidates' recruitment efforts will find diversity:
1. Re-evaluate the stereotypes of a "suitable candidate"
When considering whether a candidate is eligible for the position, in addition to assessing skills and competencies, do you admit that you have an overview of the candidate? Or are you stuck with your own assessment, because the candidate meets the requirements of the job but your subconscious does not accept the candidate? People with different backgrounds and experiences must know how to prove they have new skills, resourcefulness, flexibility and ability to handle problems successfully. This is an example of the characteristics of a greatly sought-after leader in the market.
2. Finding talents who can manage on their own events or accidents will often change the lives of many people.
They must know to endure - or change adversity. You will find talents with special skills as well as life experiences than other candidates. These candidates have the skills, flexibility and toughness to cope with complex changes - essential for daily work.
3. Learn how to read the application information, find out the information hidden behind the recruitment profile.
Use recruitment questions that help you trust your candidate's professional resume and motivation. Think that your candidate's preliminary evaluation needs to be verified during a live conversation.
4. Discovering candidates' transferable skills
Many candidates are still selected, although they only meet about 80% of job skills requirements, but they show them in many industries, positions and different times. A lot of people have the ability to transcend in adapting their experience to many different environments. Have you ever heard of the case of athlete Vonetta Flowers? She started her career with athletics and won a gold medal at the US Olympics in 1996. But in 2012, Vonetta became the first African female athlete to win the Winter Olympics gold medal for sliding racing. It is clear that Vonetta knows how to transform his skills to succeed.
5. Finding talents in new areas
Employers today need to build extensive relationships from interacting on LinkedIn, Twitter and Facebook or even building close relationships to understand their knowledge and experience. Enterprises also need to interview candidates proposed by the employer, thereby seeing the talent of the candidate that the text information cannot be clarified. If you want to overcome the traditional standards of familiar candidates before, the employer must focus on searching for "talent qualities" - which are only discovered by the eyes of life. This is a good time to determine the number of potential factors that make any candidate more valuable and bring a surprising factor to the business. In general, when you renew your observation ability beyond the familiar standards, remember that an employer is quite a person who applies the recruitment techniques they already know. However, an excellent employer is always looking for and developing new methods to overcome their own prejudices about people. After all, an excellent employer will identify the talent detection factors that can bring success to the organization. Let's start over, think in a new way and look for more diverse candidates right now.
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