Choosing the right person for all open positions in your organization is a challenge, and sometimes getting it right can feel a little bit like magic. But it’s not a matter of wishing for the right candidate and waiting until they appear. It’s really all about having the right hiring tools at hand so you can make informed and strategic decisions.
Many hiring tools are well-known and widely used such as applicant tracking systems and LinkedIn’s employer brand-building capabilities. But there are other lesser-known tools HR professionals can have at their disposal to ensure they’re making the right hiring decision every time.
Here are our four top hiring tools you might not be using, but should.
1. Pre-Hire Assessments
Resumes can give you a helpful overview of an applicant’s previous experience, but how can you tell if they actually possess the know-how to do the job they’ve applied for? Measuring hard skills and soft skills is critical. It ensures there’s a strong fit between the role and the candidate.
And pre-hire assessments are the best way to quantifiably measure those essential skills. When selecting a hiring tool for testing candidates, be sure to use one like Cangrade’s bias-free Pre-Hire Assessments which offers testing for both soft and hard skills.
2. Lateral Moves
When your company has an open position, it’s common to jump right into searching for external candidates and internal promotions. But this move can cause you to miss out on great internal candidates who might be open to a lateral move: a shift to an open position on the same level.
Lateral moves allow you to fill a role with a candidate who doesn’t need a salary or title boost but who wants to expand their skills or experience in a new department.
Lateral moves are also great for retention, as lateral moves allow your employees to expand their career paths and develop new skills even when you can’t promote them.
You can read more about lateral moves in our downloadable guide: How to Deepen Your Talent Pool.
3. Video Interviews
Keeping up with the speed candidates expect from the hiring process today is very challenging for many organizations.
In fact, 62% of job seekers say they lose interest in a job if the hiring process takes longer than two weeks. That number rises to 77% if it drags on for three weeks.
Interview scheduling is often the biggest hurdle in keeping the hiring process timeline short. Switching to video interviews offers a better candidate experience because there’s more scheduling flexibility when travel isn’t a factor. You can also conduct asynchronous video interviews to save even more time because it eliminates the hurdle of scheduling (and removes bias as well).
4. Suggest A Potentially Better-Fitting Position
Making use of your entire talent pool can help increase your hiring efficiency as well. You may have multiple great candidates applying for one role while another lacks quality applicants. The right hiring tools can help you match all your candidates with the right role, even ones they didn’t apply for.
Among Cangrade’s solutions, this is referred to as“multi-way scoring.” Once a candidate completes Cangrade’s 15-minute Pre-Hire Assessment, our technology scores them against the criteria for any open role. This allows HR teams to immediately see how a candidate’s strengths and development priorities match up with all open positions, not only those they applied for.
Accessing information about how an applicant would fit into every open role at your company while only requiring them to fill out one short assessment can greatly expand your hiring pool without additional effort. And in a still-hectic hiring environment in many industries, that effortless expansion is essential.
This post was originally published by Cangrade.