6 Ways to Innovate the Candidate Search Process
Posted by Guest Author on February 18, 2013 in Hiring [ 0 Comments ]
For many years now the business buzzword has been innovation. With its promise of saving and transforming our companies spewed across websites, seminars, books, and even our own mission statements.
Actual innovation is priceless for those companies that can capitalize on it and succeed. The question is how do the rest of us get our excitement for innovation out of our R&D departments and into our daily routines? It starts by who and how we hire.
There are no hard and fast rules to find and attract innovative people but here are some suggestions on how to get the process started in your organization.
Communicate your expectations
Job seekers are trying to navigate a complicated and sometimes frustrating career search process that includes many websites, application processes, and competing recommendations. Tell them exactly what kind of information you need and want and what innovation means to your company and the application process.
Once they get your go ahead get out of the way so they can choose a presentation method that makes the biggest statement for them. The innovative ways they choose to present their data will blow you away
Make your application process engaging
It is easier to see the potential viability of candidates’ innovative personality through an engaging, first hand meeting or conversation then by flip through hundreds of paper resumes. This gives you a better picture of the candidate, while making the process less tedious for you.
Encourage innovative and unusual submissions
Ask candidates for video resumes, project based submissions, portfolios, or simply use Skype instead of basic phone pre-screen.
Don’t let your ATS get in the way
The ATS (Applicant Tracking System) should be used as a tool to help track applicants not as an end all to pre-screening and what has become the black hole for resumes.
Eliminate the levels in interviewing
The more time you spend scheduling multiple rounds of interviews the more you stifle the innovation process. Keep the interviewing to a single pre-screen and a single in-face meeting with anyone who is involved with the final hiring decision. This lets the candidate know you are serious and keeps the process smooth and efficient.
Include your HR team
Don’t forget to include your HR team in the initial phase of the innovation discussion instead of bringing them in at the implementation phase.
HR professionals have access to amazing resources that can help encourage and implement innovations. Through organizations like the Society for Human Resources Management they can help you create an innovation process by providing free and cost effective resources.
Lastly, remember that innovation should be a constant state within your organization and not part of a one-time initiative or hiring process. No matter how innovative the hiring process or the people are you hire if you’re on-boarding, training, and management style stifle daily innovation you will be back at square one.
So encourage daily innovation, small failures that can create bigger success, and building a leadership style within your company that encourages a long-term state of constant innovation.
Bio: Angela K. Phillips created Kay Benton Consulting to provide creative solutions from a unique perspective to businesses and job seekers. Her MBA from Michigan State University and background in Human Resources provider her the skills to assist her business clients as they streamline their processes, create employee morale, and achieve growth.