If new employees aren't happy, and good employees are leaving your company within their first year, there are reasons that are not widely talked about.
Unexpected and undesired voluntary turnover is debilitating. Most of us know the huge costs that come with it. There are also hidden costs, including knowledge gaps and a huge burden on employees to get more done with key roles unfilled.
Better opportunities, culture challenges, money, job shifts and supervisor relationships have all been cited as drivers. These are actually all symptoms of the bigger, but simple reason people rapidly jump ship from a new company they were seemingly excited about.
Screening for "fit" as much as technical skills
Determining if someone has the technical skills to do the job on paper is an obvious need. If you stop there though, you have missed an important part of the equation:
Can someone do the job the way it is done here?
Whether the employee is working for a hard driving, data-driven and financially focused company or a "people-first culture of caring" non-profit organisation, the type of person who will be successful in the exact same job on paper is totally different.
Because of this, many companies use a candidate screening solution to measure fit and potential as their primary criteria, operating under the premise that they can teach the rest. High volume candidate screening and recruitment technology allows HR teams to spend time delving further into candidates who they already know fit the profile. This leads to a better candidate experience and a more thorough, well-structured interview process.
What are the challenges in candidate screening?
If you ask any recruiter which two metrics are the greatest concern, most would point towards quality of hire and the time to fill a vacancy. Screening plays an important role in this quality–quantity equation.
1. Quality of hire
That the quality of hire is an important metric is no surprise, but how do you measure it? About 50% of companies measure the average quality-of-hire metric based on the job performance of new recruits, 49% take into consideration the rate of turnover, and 43% depend on the satisfaction levels of hiring managers. Finding high performers is not only about identifying general talent. Making the right match for a particular role in your specific company is just as critical. By profiling a job role in terms of competencies, you can easily measure your candidates against these specific demands and see how well they fit the profile.
2. Manual screening and the high costs of time and manpower
The recent increase in numbers of applications seen across various sectors has led to one of the biggest challenges of candidate screening: volume. Out of the average 250 applications that any given job is bombarded with, 220 are deemed unqualified. Thus, investing almost a whole day of screening for a single hire is all-too familiar for the average recruiter. Effective, automated volume candidate screening could prove a lifesaver here, allowing you to improve the hiring process by avoiding mind boggling volumes of applications.
Smarter candidate screening with technology
With the rise of the smart recruiter and AI recruiting tools, administrative activities that demand a greater investment of time can now be outsourced to non-human technology. Any process with directly quantifiable or qualifiable input and output mechanisms, like screening (where you know exactly what you’re looking for), can now be automated.
At the end of the day, no employee selection strategies will be faultless, but with a data-driven volume candidate screening tool, you will have the data to make better hires in the future. You will also be able to ensure that you spend the time on candidates that fit the role from a competency level, and that would be a great place to start.