Right Recruitment Tool

Any company’s recruiting process can be a time-consuming operation. However, having an efficient recruiting and selection policy reduces employee turnover dramatically, making it easier for you to find the right candidate who not only meets the job requirements but also complements the organization’s core values.

A recruitment and selection policy is a document that summarises an organization’s guiding principles for conducting the overall recruitment and selection process. The policy is critical in ensuring that the best applicants are hired based on the organization’s work ethics and business objectives.

A recruiting and selection policy ensures that all hiring and selection processes are carried out transparently, and that all members of the team (hiring manager, HR, etc.) are observing the process with full trust in the end result. Transparency also ensures that applicants are always kept up to date on the status of their submission.

An appropriate recruiting and selection policy guarantees that the entire recruitment process is performed fairly and legally. It ensures that discriminatory conduct is avoided at all stages of the hiring process – an applicant should never be discriminated against because of his or her gender, ethnicity, age, religion, or nationality. When an applicant believes they are being discriminated against due to some factor, a fair and authentic policy enables them to take legal action. Furthermore, any work application should be treated with confidentiality.

A structured procedure should be followed to ensure consistency. Instead, applying pre-determined parameters at all levels of the recruiting process would reduce the risk of prejudice and discrimination. Additionally, organizations should conduct reference checks prior to scheduling any appointment with a nominee, and they should be done consistently.

Another justification to have a set recruiting and selection policy is to demonstrate that a company is trustworthy enough to apply to. Today, there are a number of job openings that are not real, and many applicants fall prey to con artists. As a result, in order to gain trust, an organisation should follow clear application procedures that will give candidates confidence in the role for which they are applying.

It is important to have a strong recruiting and selection policy because it aids the company in creating an accurate job description. An effective work benchmark is an important part of the overall recruiting process since it outlines the primary and secondary tasks that will be performed, as well as the key competencies required for a specific role.

PRISM Job Benchmarking is the science of clearly defining superior performance in a role and then using objective criteria to help determine which candidate would be the ‘best fit’. In essence, it is the science of matching the person who is most suitable for the vacancy in terms of behavioural strengths, work aptitude and work environment preferences.

Now bring the benefit of applied neuroscience to your recruiting process. When recruiting the right candidate evaluating the technical skills is comparatively easy, but when it comes to comparing the suitability criteria like behaviours that are critical for success in a role then the evaluation becomes subjective.

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