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One of the issues that employers have the most difficulty with is the ability to place the most talented and right people in suitable positions in the recruitment processes. In today's world of innovations, fast-growing platforms enable job seekers to easily apply for many jobs using the "easy application" feature. This situation can put both employers and qualified candidates in a difficult situation. Sometimes employers can't get their heads up from the thousands of applicants in the candidate pool, or they miss out on talented candidates in quick screening processes. At the same time, employee candidates may experience a lack of motivation when faced with rejection many times due to superficial evaluations. So, let's take a look at four ways employers can filter out incompetent candidates in order to clear up the hiring process.
In recruitment processes, candidates can give memorized answers to stereotypical questions and answers. This can create a system that is standardized, and you cannot recognize your co-workers. Questions prepared with prejudice and memorized answers both disturb the candidates and put you in a vicious circle that you cannot get out of. You can better evaluate the potential of people by preparing unique questions that highlight the individual characteristics of employee candidates. Asking spontaneous questions gives you the chance to observe how candidates actually react to events. Responses and communication skills under stress, prepared with emotional resilience and a sense of responsibility can help you analyze the candidate's competencies better. A more authentic and well-thought-out interview will allow candidates to better assess your company's qualifications and needs. You can observe that candidates who are more attentive to your company and listen to your needs are more meticulous in their work.
When applying for a job, candidates come to the interview knowing only the tip of the iceberg. When informing the employee candidates that you are considering hiring, you must transparently convey the job description to the other party. You should be transparent while conveying the situation of your company, the systemic changes that may be made in the future, the responsibility areas of the position, and your expectations and working conditions to the employee candidate. You should make sure that you clearly convey the office environment, colleagues, and adaptation processes to remote or hybrid working situations. You can allow employee candidates to attend a meeting and view the discussion. You can give new graduates a chance for entry-level jobs, and you can allow young employees with whom you have gained experience to show you, their talents. In addition, if you do not want your employees to retire immediately, you should take care that the experience rate required for senior positions varies between 2-5 years.
Reference check: A method that allows you to check job history, previous job positions, and education level of employee candidates. Hearing only positive comments about the candidate may not satisfy you at times. There's no harm in being skeptical in situations like these. You can ask a candidate with similar experience to a position at your company in one of their past jobs to share an anecdote with you or ask questions about their previous employer and co-workers. Asking why you left or want to leave your previous job and what you expect from your company differently can be golden questions for reference checks. Also, remember that previous colleagues will provide first-hand information about the specific skills of that employee candidate.
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