These recruitment forms can also predict whether a candidate is a good fit for the business based on the latest research.
The first method of recruiting personnel that any employer knows is the IQ test. This is the most recognized indicator because it shows the success of a candidate's study, ability to think logically or level of success at work.
There is no specific rule about which industry can use the IQ test, but any position can use it, whether in the field of Information Technology or marketing, even recruiting new employees. or senior management.
The interesting thing about the IQ test is that it shows two things about the candidates. First, it predicts how quickly a candidate will learn a job, meaning that candidates with higher IQ scores will have a shorter "productivity period". Second, it predicts how successful a candidate will be in their job.
Of course, IQ is not everything! According to a meta-analysis by Schmidt & Hunter (1998), an IQ test would make 26% predictions about a candidate's job performance, not 100%. Therefore, hiring decisions should not be made solely on these results, but should always be combined with other recruitment methods to find the candidate's strongest points.
No doubt, you've probably used interviews in your hiring process numerous times. But did you know that the way you prepare the questionnaires and the order in which they are asked during the interview can reduce their effectiveness?
Many companies, especially startups or SMEs, often have little time to put in place a structured interview process. Instead, they often let management ask questions and make their own judgments. But, if you're using unstructured interviews, it's time to stop! When looking at the meta-analysis by Schmidt and Hunter, we can see a large difference in the validity of unstructured versus structured interviews.
This means that unstructured interviews will predict about 14% of a candidate's performance, while a structured interview predicts 26%! This means you will need about 3 unstructured interviews to be confident about someone's skills, compared to 1 structured interview.
Unstructured interviews will lead to hiring decisions based on gut feelings, rather than fair and equal comparisons. Several studies have found that, when interviews are unstructured, it is more likely that certain candidates may be preferred based on interviewer bias and greatly derail recruitment efforts. your use.
In a meta-analysis by Schmidt and Hunter, combining structured interviews with an IQ test was the second-highest predictor of a candidate's future job performance. Other studies have also shown that comparing candidates based on the same criteria reduces the chance of a biased assessment of the candidate.
Furthermore, taking the time to research the right questions for the interview process will help you make better hiring decisions. The tech giant even analyzes data after previous interviews to perfect its job interview process.
Asking a candidate to take a short professional quiz is a great way to see his or her skills in the job.
For example, candidates applying for the position of event organizer are often asked to devise a mock event strategy from which businesses can see how many unique ideas they can come up with and how to plan. work. Or candidates applying for a communication / marketing position are often asked to write a short article for the business to evaluate their writing ability. You can also organize teamwork tests to gauge how well the candidate interacts and completes.
You can even hold sample teamwork tests to see how different people can interact and get things done?
But is this an ideal method?
According to Schmidt and Hunter, the use of recruiting methods based on sample tests is one of the best ways to find out which candidates are really qualified for the job, similar to a job interview. such structure. However, this recruitment method will not work with candidates with no previous experience.
Sự thật là ngày nay mọi người liên tục thay đổi công ty trên con đường phát triển sự nghiệp. Chính vì thế, doanh nghiệp cần phải cởi mở hơn với những ứng viên có thể chưa có kỹ năng cần thiết nhưng có khả năng học hỏi và sẵn sàng thay đổi bản thân để phù hợp với công việc mới.
Instead of just testing one aspect of a candidate's abilities, job knowledge tests help employers see a broader picture of their particular expertise.
A job knowledge test usually focuses on process knowledge (if situation X occurs, what process should be used to respond?) A 2005 study found that knowledge tests jobs are often better at predicting performance in military-related jobs, which are heavily focused on these processes.
If you decide to use this method, consider the types of questions you have and what the specific purpose of each question is. Again, like job sample tests, job knowledge is more difficult to test for candidates with no prior experience. However, it allows you to check that the candidate has a solid understanding of the job they are applying for.
Các bài kiểm tra IQ, phỏng vấn hay sàng lọc kiến thức công việc sẽ không thể nào giúp nhà tuyển dụng biết những đặc điểm hành vi của ứng viên. Một người có thể rất thông minh và có kỹ năng trong một lĩnh vực cụ thể nhưng chưa chắc họ đã có những kỹ năng mềm cần thiết để làm việc trong nhóm. Bài kiểm tra tính trung trực sẽ có hiệu quả trong tình huống này.
Trong nghiên cứu của Schmidt và Hunter, chính bài kiểm tra tính trung thực đã dự đoán đúng 17% hiệu suất làm việc của ứng viên trong tương lai. Và khi kết hợp với bài kiểm tra IQ, kết quả là 42%.
Tuy nhiên, phương pháp tuyển dụng nhân sự này cũng có nhược điểm nhất định. Một trong số đó là sự chấp nhận và công bằng trong đánh giá.Và câu hỏi mà rất nhiều nhà tuyển dụng đặt ra là họ có nên tự đánh giá sự trung thực của ứng viên không? Nếu đánh giá sai thì sao?
Điều này đưa chúng ta đến vấn đề thứ hai đó là sự cần thiết của các nhà tuyển dụng được qua trường lớp đào tạo. Người đánh giá tính trung thực của ứng viên lại chưa được công nhận về tính trung thực thì rất có thể sẽ làm trầm trọng thêm vấn đề công bằng bằng cách hiểu sai hoặc phân loại sai kết quả.
Similar to the honesty test, the personality test will measure a candidate's level of self-discipline and reliability through organizational skills and ability to pursue long-term goals. Personality tests like NEO – PI Big Five or MBTI are some of the most popular methods.
Personality traits are manifestations of work behavior. Among the big 5 personality traits, conscientiousness is particularly related to work performance. Dedicated people are described as disciplined, serious, achievement-oriented, and hard-working.
Because personality traits and IQ are two very different things, combining the IQ test with this test can predict 36% of job performance.
One of the other forms of human resource recruitment to find candidates who are both suitable for the business and have the highest achievements is peer review. Today, more and more companies are using peer feedback to evaluate job performance. Unlike traditional manager performance reviews of employees, peer reviews provide a comprehensive picture of a person's abilities.
Unlike sentiment-based self-assessment on honesty or conscientiousness tests, the results of peer-review allow employers to obtain an opinion of candidates by those whom they are not interested in. they worked together. However, this method is only effective for candidates recruited directly within the enterprise.
Reference checking (through references) is one of the oldest recruiting methods in the book by Schmidt and Hunter. And it really makes sense because if you want to know more information about a potential candidate, consulting previous employers will be very accurate and quick.
However, Schmidt and Hunter found that reference checking only predicts about 7% of a candidate's performance, so employers should consider this method of hiring carefully.
As with other recruitment methods, when using references, employers need to consider the possibility of reference bias. Studies have shown that 62% of references are a reflection of themselves. In other words, the perception we have of another person will be altered by our own standards and values.
References can be helpful in certain ways, but be sure to use this method in conjunction with other, more scientific assessments.
Diversifying recruitment content is a big challenge that HR managers are facing every day, every hour if they want to attract good candidates. The way businesses communicate vacancies and company branding can really have a big impact on candidates.
The language of recruitment is especially important in this case. Several studies have found that the wording we use can sometimes be a barrier to some candidates from submitting their CVs. This can be based on gender, ethnicity, age, introvert, extrovert, religion…
Your company actually has a lot more recruiting strengths than you think. Instead of just focusing on candidates coming through the typical job portal, leverage your network of employee ambassadors to find candidates.
Surveys have shown that the method of recruiting personnel through the form of employee referrals helps businesses save a lot of cost and time as well as have the highest success rate of recruitment compared to any other company. Not only that, the candidates introduced through this form of recruitment will also stick with the business longer.
A survey by Deloitte showed that 51% of businesses surveyed agreed that the recruitment method through employee referrals is the number 1 source of recruitment. Therefore, many businesses are encouraging employees. Members introduce candidates with attractive bonus policies.
However, the forms of personnel recruitment have the disadvantage of limiting diversity in the enterprise.
In the past 1-2 years, Gamification (gamification) has become a hot keyword in a variety of fields from product design, software to marketing, education, .. Should understand. What is gamification?
Basically, gamification is the application of principles and elements of game design to non-game areas and situations (and often boring) with the aim of making participants feel excited and comfortable. more interactive because Gamification puts human inspiration above all other factors, putting people at the center.
These forms of personnel recruitment are often applied by technology companies a lot and are effective. Because of the serious shortage of human resources in the technology field, traditional methods of recruiting personnel are often ineffective with this group of candidates. The usual rounds of interviews, tests, and assessments are not what these candidates are interested in.
Realizing that, many companies have turned the tide by rethinking how they can make the hiring process more enjoyable, namely using gamification to organize contests. recruiting hackathons. Through this contest, employers will see the candidates' teamwork ability, how they solve problems as well as their skills.
In today's flat world with the proliferation of video recording, many businesses have surpassed their limits by innovating the form of personnel recruitment to attract domestic and international candidates.
In the digital world, video-based job ads, resumes and interviews are becoming more common and effective. For example, Facebook has increased the number of candidates based on recruitment videos by 36%, while the Hilton hotel group was able to cut their recruiting time from six weeks to five days.
New advances in AI technology and automation have rescued recruiters from screening candidates 14 hours a week.
In fact, there are many ways to apply AI in recruitment, from sourcing candidates to taking care of candidates… Pre-employment assessment tools often combine a lot of recruitment methods such as auditing. IQ test, job sample test, honesty test and conscientiousness in a single online application can increase the predictability of that candidate's job performance.
Simply put, AI works by analyzing historical data and using it to make decisions.
The development of the supporting economy is providing more and more recruitment options for companies. A study by Bersin by Deloitte found that the average time it takes to fill a position at businesses has actually increased. This means that businesses have to spend more on the recruitment process.
The option of hiring a freelancer or bidding for the job is an effective solution in both quality and cost. While freelancers still need to go through a recruitment screening, the costs associated with contracting them are much lower.
Each business will have different recruitment needs and challenges to overcome and with the effective recruitment methods in this article, businesses will greatly improve the screening and selection of candidates. mine.