Great organizations thrive on excellent leadership and a passionate workforce. Skills, commitment, motivation, and purpose are the hallmarks of any competent workforce. To ensure that such a workforce is continuously replenished and augmented with the most advanced competencies and resources, organizations must pay attention to the employee’s life cycle from technical screening to onboarding. It all starts with recruitment. Interestingly, recruitment has assumed significance in building an organization’s image and impact. It injects the first seeds of loyalty and engagement into a prospective employee.
Technical Screening: Creating More Room for Efficiency
Some parts of the recruitment process are still weighed down by too much time, expenses, and energy spent on them. This does not leave the room to make recruitment the strategic strength that it should be for cultivating engagement and workforce advantages. One of these areas is Technical Screening. Often, during the initial process of requirement mapping and pool-selection, HR teams take care of listing down the technical needs and skills of any job. All that needs to be done now is to check if the applicants match the list thus mapped down. Here is the time to use automation so that this part can be done with better speed, coverage, and result-feedback.
Here are some outcomes to be expected from tech-based Technical Screening efforts.
- HR Teams can expedite pre-employment screening and remove non-fit applications from the onset, hence saving precious time for both the organization and the applicant.
- Organizations can accurately cover the areas imperative for a job so that discrepancies or misunderstandings can be avoided later. This helps in reduction of turnover, improvement in retention and better planning of training and development interventions.
- Improvement of candidate experience
- Significant decrease in hiring effort and time
- Possibility of new pockets of innovation and disruptive hiring
- Intelligent refactoring of the hiring process as per the latest market trends
- One-track management that reduces scattered hiring efforts
- Simple and streamlined hiring
- More time available with the right candidate as the non-fit ones are eliminated fast and early in the cycle
- Support element for internal mobility plans as these tools enable centralized data, cross-functional requirement mapping and instant information availability on any skill or candidate
Room for Strategic Value
Using advanced tools and sophisticated Technical Screening solutions, HR teams can leave the burden of these time-consuming and routine-nature tasks for automation. The emergence of smart and affordable tools for Technical Screening gives organizations the power of completing this part of recruitment with a swift and precision-led approach.
Technical Screening, when done with the help of technology, also makes documentation and future-reference repertoire easier for HR teams. This is where an enterprise can give more agility to all its functions and managers. Any time there is a project with a matrix approach or any other technical skill requirement, the data available on all candidates and other applicants makes it easy for the organization to plan internal mobility decisions.
Internal mobility is an important part of recruitment and talent development. Internal mobility allows companies to move its team internally to reskill, fill departmental gaps, collaborate on various projects or achieve a particular company goal. Sometimes internal mobility may be challenging. It requires a definite plan, program, and delivery. More importantly, you need to pick the right candidate for a particular task or project. Does the candidate’s technical skill fit the requirement? Tech-based Technical Screening might just help you to answer this question. Tech-based Technical Screening also allows the organization to easily meet any compliance or employee-rights-related requirements, as everything is well-documented and accounted for. This also helps to mitigate serious issues like bias, discrimination, skewed employee ratio, workforce diversity gaps, wasted skills, bench-ratio, redundant resources, etc.
No Room for Mistakes
The significant advantage is that these tools make it possible for other functions or future jobs that need to be easily matched to the results of the technical screening done for a given applicant.
Let us not forget that skills still form a significant part of HR costs as well as challenges. A 2019 SHRM survey reminded this in stark ways – Skills gaps were reported by 75 per cent HR professionals who reported difficulty in recruitment and 52 per cent noted that the gap has worsened in the previous two years. Technical skills on all spectrums, incidentally, are the ones that are top on these lists of gaps: like data analysis, medical, engineering and STEM skills or carpentry, plumbing, welding etc.
It’s time to opt for better approaches and tools to fill these gaps so that one does not keep carrying these inadequacies deep into an employee’s lifecycle. One may feel that a suitable candidate is hired. Still, the surprises – of gaps that never got filled or skills that existed right under the nose of the organization but stay unspotted– would be hard to bear at a later stage. Such a situation may remind us of the time and costs that get wasted in recruitment.
So give Technical Screening an essential space in your recruitment strategy and do it fast, smart and accurately with the right solutions.
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