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Follow on Google News | White paper shows how to cut the cost of volume recruitmentRecruiters who receive a high volume of applications for frontline sales, service and support roles can save over 40 percent of the typical cost per hire, through smarter use of technology and assessment, according to a new white paper from Talent Q.
By: Talent Q ‘Finding needles in the haystack’ examines the challenges faced by recruiters who receive a high volume of applications for frontline sales, service and support roles. It offers best practice advice on how to use smart technology and intelligent assessment to make better quality, quicker and more consistent hiring decisions. “Any organisation with a frontline recruitment need is likely to be overwhelmed with applicants,” Talent Q’s best practice advice for volume recruiters is to: create an empirically- “Essentially, recruitment is a rejection process as well as a hiring one,” said Alan Bourne. “It’s important to provide a positive experience for each candidate. If you alienate applicants, by treating them badly, you can not only lose their future custom, they may also ‘bad-mouth’ According to the paper, inefficiency and inconsistency in typical selection processes cause organisations to make poor recruitment decisions, leading to high staff turnover. “When large employers use inconsistent selection methods, across different sites, then applicants of varying quality will inevitably be appointed,” said Alan Bourne. “This problem often occurs in sectors such as retail and hospitality. The advice in this paper can help you to find the most suitable candidates in all of your locations. Once you appoint the right people, it’s likely that they’ll perform better, they’ll be more engaged, your customers will be happier and your bottom line will improve.” Talent Q’s paper includes a worked example which shows that using online psychometric assessments to screen out candidates in the early stages of the recruitment process can cut the cost per hire by 43 percent, compared to using a more traditional approach of CV screening and telephone interviews. “Ultimately, you want a centrally-supported recruitment process that ensures local managers are able to choose from a pool of potential candidates, all of whom are a strong fit with the culture and values of the organisation and the competencies required for the role,” said Alan Bourne. The new white paper classifies the specific online assessments that can be used in volume recruitment. These include realistic job previews, ability tests, personality/ ‘Finding needles in the haystack’ is available on Talent Q’s website: www.talentqgroup.com/ Background notes: Founded in 2005, Talent Q provides personality, ability and competency assessments, as well as learning & development programmes and consultancy services. It works with over 500 clients worldwide. End
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