Communication between stakeholders is critical to ensure a successful recruitment process. 

Problems often arise when the ultimate decision-makers are only involved at the very start and the very end of the hiring process. 

When Senior Management are required to delegate the hiring responsibility to their team, problems may occur, which can result in an unseen disconnect between the decision-makers and hiring teams.   

Many organisations will undergo a rigorous recruitment process, only for Senior Management unable to select a suitable candidate from the final interview stage.  Worse still, they recruit someone they do not believe is the right candidate. 

This can cause an array of problems for both clients and candidates, costing organisations valuable time and money, with the potential to even cause reputational damage.

Your workforce can be directly and indirectly affected by not hiring anyone when it is needed. A loss in team productivity can be evident in increased workload for remaining staff, revenue losses from under-performance, missed opportunities due to missing a specialist skillset in your team, which can all contribute to a negative impact on your reputation and thus causing staff turnover.    

At Corvus, we approach recruitment with a more precise and analytical methodology. 

We created Corvus Assured ®, Ireland’s only recruitment solution which integrates technology, people, and processes to ensure the most accurate hire possible.

One fundamental component of our process, which is often overlooked, is management alignment.

Ensuring your recruiting team are aligned in what is required from a potential new employee may prove difficult, which is why Corvus work in partnership with your team to certify you have more meaningful data to consider from the beginning, rather than just CVs.

A great way of gathering this data, is by conducting job surveys for your vacancies, which assists stakeholders to define the behavioural requirements for a role. Internal stakeholders each complete a survey of the behaviours they believe is required from the successful candidate in order to be the right fit for the team and successful with the organisation. We can then work with you to review the combined data, which provides a behavioural benchmark for prospective candidates to meet.  

Each candidate who has the right set of skills and experience, will then complete a survey which measures their core personality traits and how they are behaving in their current role.  

What are some of the considerations to for your recruitment team to ruminate?

Time 

• Consider how critical this position is to the functionality of your business, especially if the role or industry is particularly niche. Can you afford the time to waste interviewing based only on reviewing CV’s?
• Identifying what exactly you need the person to be like in the position, rather than what you wish they were like. Knowing the qualities and abilities you need will ensure the process runs far smoother, and quicker?
• Do not choose the wrong candidate because you are under pressure to find someone asap. Shoehorning anyone with relevant skills into a job is a recipe for disaster, especially with the cost of a wrong hire. 

Decision Makers 

• Determine who has the final say, and ensure the decision-maker is in alignment with the person or team members who will be working with this person.
• When thinking about the role your potential candidate will be undertaking, do the decision-makers in the hiring process fully understand which characteristics and experiences the successful applicant requires?  
• It is important that someone who is working with the future employee will be involved in the recruitment process to ensure they are suitable for the role.  
• All decision-makers should be on the same page on the behaviours, skills and experiences the candidate needs or the recruitment process may feel disjointed.  

Knowledge  

• Sometimes when creating a new role, it can be difficult to figure out exactly the behaviours and characteristics required of the person you need for the role.  
• Are your expectations realistic? You may expect them to be able to do everything, but is that realistic? You will need to consider which sacrifices or expectations may need to be compromised.
• Establishing the behaviours you need the successful candidate to have can be a very important step which can be easily overlooked when it can almost feel impossible to turn behaviours into tangible data. 
• How do you know the person will have the agility and ability to develop in the role, and furthermore how do you know which areas to explore when interviewing a candidate?   

Conclusion  

Job surveys identify candidate matches beyond a CV.  They are an exceptional tool to help you make more informed hiring decisions and ensuring you know what your candidates will do, not just what they say they will do.  

An hour interview only provides a small window into what your prospective candidate would be like in the job. This issue has been accentuated over the past 18 months by the mass introduction of remote video interviews where we are missing much of the human aspect of in-person interviews.  

This can give you a good insight into the general behaviour of a candidate and benchmark them against your needs.  

If you currently have a vacancy, you need help recruiting for, or would like a consultation of Corvus Assured ® to see the full process, please get in touch today on 028 9091 8529 or hello@corvus.jobs