BIAS-FREE RECRUITING
Get and Retain Talent
Most organizations agree that talents are their greatest asset and they come before everything else. In an ideal world, recruiters, hiring managers and everyone else involved in the hiring process would be perfectly aligned. After all, everyone has the same goal:
to attract good candidates who are passionate about their company.
Unfortunately, in many organizations, this is not reflected in the hiring process.
In reality, different stakeholders have different perspectives, expectations and timelines, and everyone is extremely busy.
With more than 15 years of international recruiting experience, we know why it's so hard... It's because of the lack of structure. People always behave according to the given structure. If there is no structure, each person does what he or she thinks is the right thing to do, or just as much as time allows.
What happens then when companies fail to follow the principles of structured hiring?
People involved have no clear idea who they are looking for
In many cases, HR and business are not playing on the same team
Unnecessary tension between recruiters and hiring managers
Unprepared hiring managers in the interviews
Not attracting enough candidates including poor candidate experience
Duplicated efforts, wasted time, and frustration
By introducing more structure into the hiring process, we can create better outcomes. We can give hiring managers and recruiters the tools they need to build a more effective cooperation, create a more positive and transparent interview process for everyone involved, and ultimately make better hiring decisions.
With a more structured hiring process,
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You can resolve many tensions
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Recruiter and hiring managers can be aligned
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One face to the market leads to great candidate experience
What is structured hiring exactly?
A structured recruiting process starts with the definition of the role and ends with the handover for onboarding.
We repeatedly experience application processes that leave a lot to chance:
- who conducts the interview?
- what questions are asked?
- how are the answers evaluated?
A structured approach will help you make successful long-term selections, make fact-based decisions, reduce interviewer bias, and allow for consistent evaluation of applicants. When you structure the hiring process, it becomes easier, less time-consuming, predictable, and more enjoyable for everyone involved.
The impact isn't just internal. Applicants also have a consistent view of the organization and feel they are treated with respect. Hiring managers can monitor the process, keep everyone on track, and better predict when the position will be filled.
Interviewers know exactly what is expected of them and how to perform their duties. And recruiters get candidates who meet their criteria and have a much higher chance of success once they start work.
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