3 essentials to ensure effective hiring decisions


Talent intelligence, intuitive technology and job classification together ensure the right hires. 

From being a human judgement-led process, which generally starts with looking at CVs and calling the candidates, hiring decisions entail a lot more today. In these times of startup culture, where talent has an upper edge in deciding where to move, with plenty of options to choose from, hiring has become a tricky process. One cannot just afford to rely on the CV or the intuition alone and risk getting a wrong fit for a position.

There is abundant data and relevant information out there, which can enable hiring managers to make better hiring decisions. However, unfortunately, despite the availability of enough data and information about the candidates, most recruiters either lack the interest or the competency to make the best use of it. This data, if utilised and analysed well, can provide insights that can ensure effective hiring decisions.

There are three aspects that together ensure the best hiring decisions—talent intelligence, intuitive technology, and job classification. Here’s what each of these entails:

Talent intelligenceEffective hiring decisions largely depend on how much information and data about a candidate one can get. It is important to enrich the candidate profile as much as possible. This can be accomplished by getting information from multiple sources, in addition to the resume, such as, social network websites, job portals, past experience, projects and referrals. The additional information helps a recruiter or hiring manager validate what may have been gathered through assessments or one-on-one interviews.

When there are multiple job positions and multiple profiles, ensuring that the recruiter and hiring manager spend their time with the right profiles becomes extremely critical. With PeopleStrong’s ‘Alt-Recruit’ platform experience, the power of unified recruitment can be enjoyed, which helps boost your recruitment engine at a single place. Thanks to its integrated sourcing to digitally map the profile with the job; verification on the basis of data available on 23+ social media websites, seven major job boards, and its candidate pool maintained over the last decade; it provides the most relevant profiles to hiring managers. This has improved hiring mangers’ efficiency by over four per cent and has also resulted in a seven per cent reduction in the time taken to fill positions for few of the major clients.

Intuitive technologyYour hiring can’t be efficient if it’s not backed by strong and new-age technology solutions. Right from sourcing to offer generation, recruitment can be redefined at every stage in the following ways:

1) Automated assessments combined with employability, cognitive and psychometric tests

2) Feedbacks via mobile app making it simpler than a pen and paper feedback

3) Video interviews and everything being accomplished with a few clicks on the mobile phone

Job classificationAn important step to finding the best fit is to clearly define one’s expectations from the job, unlike simply providing the job description and experience required, which is what happens in most cases. Instead of the traditional job description, it’s time we look at each job in terms of the kind and amount of work we do.

This is why, in PeopleStrong’s job taxonomy, every job is essentially looked at in terms of the five different kinds of work one is expected to do:

1) Technical

2) Logical/decision-making

3) Conversational

4) Design

5) Emotional/sensory

For instance, the job of a database administrator involves technical work, such as SQL programming, managing servers and databases, managing the project overall and implementing best practices. These make up the logical part of the work, while grievance handling and vendor relations form the conversational part. It is in the work with respect to contextual understanding that the design part comes in; and lastly, to manage people and teams, one needs to have emotional and sensory abilities.

Every Job is divided into work and type of work, and every work input skill is mapped to its neural network, to get all the relevant skills for the job. The following illustration depicts how:

The best hiring decisions are a factor of the three essentials as explained above and neither of the three can be ignored. These three aspects together form the thumb rule for deciding on the best. So, keep these in mind the next time you set out on a hiring spree and revel in the resulting positive outcome.


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