While the job market has changed, hiring and interviewing practices lag behind.
In the wake of the recession, most companies operated lean, filling only mission-critical positions and often waiting until the last moment to add workers. But with clear signs of an economic uptick, hiring activity is increasing. As the war for talent heats up, companies can no longer afford the risk of waiting to find the “perfect” candidate among a huge number of applicants.
Yet, though the labor market is shifting rapidly, many HR organizations still rely on the same old screening, interviewing and hiring processes.
Like the business itself, most HR departments have been leaned out during the recession. That means they too must do more with less. Reviewing more resumes and applications (often via online job boards and web-based submission forms). Screening more candidates. Getting offers out faster. Onboarding new hires more efficiently. HR has embraced some technology to help with these tasks, though efforts have not yet paid big dividends in shortening the path to great hires. Many firms still rely on inexpensive but not hugely effective or efficient phone screening as the first filter.
While productivity and speed in hiring are critical, HR is not just a volume game. Every dollar invested in new talent must produce tangible value.
The bottom line is that, finding, filtering and attracting the right talent – skilled, experienced and a good cultural fit – may be harder than ever. But the HR groups that get it right make direct, bottom-line contributions to the business. And with so many workers available, winning the talent war equates to competitive success.
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