HUNDREDS OF JOB CANDIDATES? HERE’S WHAT TO DO.

The recruitment process is full of interesting contradictions. Hiring HR managers and recruiters receive hundreds of eager applications. It would seem the talent pool is spilling over the edge.

But, in reality, a good portion of candidates aren’t suited for the role. And many of those who are, don’t show up to interviews. A major shift is occurring in the employment world, as far as supply and demand is concerned. The gig economy is rivalling full-time roles, as potential talent are favouring work freedom and living life on their terms.

The figures are fascinating.

Just under three quarters (72.8%) of companies are struggling to find relevant candidates…

86% of the most Recruiters’ qualified candidates are already employed and not actively seeking a new job…

Yet, 40% of employees said they plan to change jobs.

So, what does this tell us? Nearly half the jobseekers who are filling out job applications are likely to continue moving roles.

Making strategic hiring decisions.

When time is pressing and the work continues, fast hires become necessary. This doesn’t leave time to evaluate skills gaps, understand what the candidate wants, predict their success, and compare talent metrics.

Historically, the mandatory “Do you have any questions?” is the first and last time applicants converse in an interview. It’s usually one-sided and these figures say it all.

But there’s an essential link missing in the process that gives voice to candidates… and helps you, the hirer, determine the serious candidates.

Know who you’re really interviewing, with personality profiling tools in your hiring process.

They’re fun, easy to do, and both you and your candidates will benefit from the information. Chances are, they’ll learn something about themselves and you’ll know whether they’re going to be the right fit, culturally.

Tick’s personality tools are designed for everyday people, not psychologists.

It’s a good idea to think about which bird type you’re looking for to fill this role. Of course, it’s still important to check references and listen to your gut feeling about a person. But, understanding the personality of the people you’re shortlisting will help you make a much more informed decision.

Your employees will thank you, too. They don’t just want a job. Rather, they need a role that’s satisfying, fulfilling, enjoyable, and allows for expansion. Simply resume-matching a candidate to a job role isn’t enough anymore. Really, it never was.

You need more. Job seekers require more.

And, Tick is the bridge that helps make this happen.