Recruitment strategy?
In recent years, many companies have found it extremely difficult to recruit. This is because talent, in search for meaningIn today’s fast-changing world, people are increasingly selective about the environment in which they want to develop professionally.
To attract and retain as many candidates as possible, organizations need to rethink their recruitment strategy, and equip themselves accordingly, in order to develop their performance in a constantly changing, competitive market.
Recruitment strategy: companies face up to the shortage
Often associated with the phenomenon of resignation, the talent shortage is becoming a considerable problem for companies “recruitment strategies. Indeed, this concept refers to the great difficulty organizations have in attracting and retaining talent. It is caused by the ever-increasing number of job vacancies, as well as by recruitment strategies that no longer match candidates” expectations. Poor management of corporate culture can also have an impact on recruitment strategy.
In this context, it becomes essential to implement an effective recruitment strategy, based on the attractiveness of the company, in order to recruit motivated, loyal and committed talent. Indeed, recruiters need to put in place strategies that enable them to see beyond the CV and technical skills of employees. So, through a specific strategy, it’s also important to analyze their motivations, personality traits and potential for development over time.
3 solutions to the talent shortage
In order to build a sound recruitment strategy and tackle the talent shortage, several options are available to organizations. The AssessFirstAssessFirst, with its technology based on behavioral science, helps companies optimize their recruitment strategy from A to Z. We offer a range of solutions to help you manage and recruit your talent efficiently and impartially.
Leveraging internal mobility
In the majority of cases, poor recruitment is due to a conflict between the company’s values and those of the newcomer. By relying on internal mobility as part of its recruitment strategy, the company uses promising internal human resources who are familiar with the way the company works and its values, to best meet your expectations.
The internal mobility allows your employees’ soft skills to be showcased, while developing their commitment by offering them development prospects tailored to their profiles. This strategy also ensures their employability, as employees have the opportunity to evolve, change jobs and learn new skills within the organization. A recruitment strategy based on internal mobility is therefore a factor of employability, fulfillment and commitment to the company.
The recruitment strategy itself is also optimized. Indeed, the brand’s image, offering internal career prospects, is attractive to external candidates.
Focusing recruitment strategy on soft skills through matching
To optimize their recruitment strategy and save time when selecting candidates, recruiters can rely on the following tools sourcing and matching tools to identify the profiles that best match the position and the values sought.
Assessfirst’s algorithms will analyze the degree of compatibility between the candidate’s soft skills and the expectations of the position to be filled. This enables recruiters to optimize the organization’s strategy, saving time and providing considerable reliability. Applications are ranked by artificial intelligence according to criteria defined in advance by the organization, so that the candidates selected correspond as closely as possible to the values and expectations of the company and its strategy.
Use predictive recruiting to assess candidates’ real potential
The final tool that can form part of a good recruitment strategy is predictive recruitment. This strategy, based on the results of psychometric tests, addresses the need to recruit a candidate over the long term. Thanks to these tests, a pre-selection of all applications is carried out, based on soft skills and behavioral characteristics, in order to accurately assess the candidate’s potential. The risk of turnover is also calculated to be reduced.
The three tests suggested by Assessfirst for a good recruitment strategy are :
- Cognitive Brain Test by AssessFirst – A test that evaluates candidates’ cognitive abilities according to indicators measuring fidelity, fairness or sensitivity.
- Drive motivation questionnaire by AssessFirst – A test to assess the future commitment of recruits.
- Shape personality questionnaire by AssessFirst – A test to measure the degree of correspondence between the corporate culture and the personality and behavior of the future employee.
