โToday, many organizations across all sectors are falling short at the first hurdle to secure business-critical talent. Whilst the reasons may be nuanced and depend on several variables, itโs largely due to the time it takes to hire.
We sat down with Paul Norman, Managing Director at Glocomms Europe to discuss actionable strategies for business leaders and jobseekers alike on how to increase recruitment efficiency.
The need for speed
Itโs crucial to have a clear and defined recruitment strategy; why not cast a critical eye over your current hiring policy to identify any bottlenecks? If an organization is dragging their heels or getting too many people embedded into the recruitment cycle, not only might this negatively impact an employerโs brand, but top tier talent wonโt wait around. Most companies promise a 3-5 step process, which is the industry standard, however this typically evolves into 7 rounds. By cutting out the inefficiencies and including hiring managers, HR personnel, and other team members in one round, this can help streamline processes and free up space to measure personal fit.
The case for a positive candidate experience
With todayโs top talent having around 3-4 offers on the table, a sluggish and fragmented process can hold companies back from filling roles โ resulting in an exponential rise in costs and workforce productivity plummeting. The hiring stage is the first touch point for tech talent to gain a real glimpse into a prospective company and as Paul Norman states, โprofessionals are assessing your business as much as youโre assessing them, so itโs imperative to nail your first impressions right from the get-go.โ From providing clear feedback, honest communication, to putting a date in the diary at each interview stage, not only can this empower candidates and move things quickly forward, but it will give you a competitive advantage in an oversaturated market.
ICCE methodology
Top-performers can be off the market in the blink of an eye, thatโs why itโs crucial to keep hiring policies relevant and tailored to candidates. โRecently, weโve observed companies adopt the ICCE methodology which can emphasize the capabilities of professionals rather than simply what is displayed on their CVโ, comments Paul Norman.
The ICCE methodology is based on four pillars. It starts with Intelligence, which denotes to an individualโs ability to learn and apply their knowledge โ often difficult to quantify as it varies from person to person. The second segment is Character; assessing a professionalโs energy levels, their drivers or motivators. Coachability looks at how eager an individual is and if theyโre willing to learn. Experience is the last pillar, which measures a candidates experience and if this matches up to the potential role. Paul Norman highlights, โby implementing the ICCE model, coupled with fast-tracking hiring, this helps get more buy-in from professionals because youโre dramatically improving the typical recruitment process.โ
Partnering with a talent specialist
At Glocomms, we partner with VC backed, early series A-B, to global giants, which means that we benefit from an industry-leading portfolio spanning multiple sectors, worldwide. We have full visibility of the market so we know exactly what our competitors are doing and what professionals across different verticals are doing; we have all the inside intel available at your disposal to help boost your recruitment efficiency.
Looking to elevate your recruitment process or wondering how to navigate the complex hiring process? Have a confidential discussion with one of our talent specialists today, contact us.