Why Traditional Hiring Process Fails
Orlando Monteiro
Senior Sap Logistics| AI & BPA Engineer| | Business and Mkt Consultant
Sometimes, the traditional hiring process fails them in a miscellany of ways, primarily by emphasizing the wrong things and making it harder for good candidates to find the positions they are truly fit for, and vice versa.
Human Resources managers (HRM) and recruiters often fixate on verifying hard skills. More than 80 % of new hires have the hard skills, but fail. Hard skills are easy to evaluate. There are many tests HRM like Excel Skills Assessment, but it's not enough. Hard skills are skills that can be taught and learned in studies such as math, computer science and how to use Photoshop software.
Traditional Hiring Process = Hard Skills
Hard-Skills are the wrong focus. This is a excruciatingly expensive problem. Actually, it’s an plague.
It’s very important to focus also in soft skills. Soft skills refer to those behavioural competencies that include communication skills, conflict resolution, working with a team, and creativity. Essentially, hard skills are about your ability to execute a certain type of task or activity and soft skills relate to a person’s interpersonal skills.
New Hiring Process = Hard Skills + Soft Skills
Now the only way to develop the right combination is through research and practice. Some problems traditional hiring process:
- Enterprises have interior skills (attitudes, abilities and knowledge) and its network of value, who are unaware; Has difficulty in selecting new team members whose skills are complementary to current employees and to maximize their intellectual capital capable of generating innovation;
- Increase retention of its knowledge-intensive employees;
- Knowing the critical skills of its core business;
- Detect potential team managers within their employees;
- Optimize knowledge management processes and increase productivity levels;
- Generate skills improvement plans to the individual levels, teams and the enterprise or group as a whole (generates automatic reports).
- Generate reports Benchmarking Skills among individuals, groups or teams, departments, offices, enterprises;
- Sustain and optimize internal marketing decisions;
- Planning and consider HR investments that generate value;
- Reduce uncertainty and risk in Internal Marketing or HR decisions;
We Can't Manage What We Can’t Measure And Measure What We Can’t Describe.
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Kindest regards
Orlando Monteiro
Chief Operations Officer at LabsInt
www.labsint.com
Demand Gen Marketing - Freshworks | Ex-Digital Head - Xanadu | IIM Bangalore | Anna University (Gold Medalist)
4 年Did you know that a recruitment or hiring process is quite different from a selection process? The selection process is a small subset of all that a hiring process entails. Also, using the right recruitment metrics is crucial for measuring the success or failure of any hiring process. Came across this article that talks about the recruitment process, in great depth https://bit.ly/35ghf9D. Overall the right hiring process focuses on getting the right candidates to ensure a company's success in the long run
So very important...
Business Development Manager Specializing in New Business Development @CBIA
9 年Orlando, I couldn't agree with you more! When I consult, I advise clients to look for and hire potential, skill set and cultural fit, in that order. I feel that it is important to have the requisite skills and experience of course, but I counsel to learn more about a person's goals, problem solving skills, and how they handle themselves in situations unrelated to the job. If possible, I also advocate hiring for the future, building bench strength for a company and supporting their overarching goals. Thank you for sharing this article, Orlando.