Clear communication crucial in the workplace
The Education Competencies Consortium (ECC), a not-for-profit consortium of Higher and Further Education organisations, viewed clear lines of communication as a major way to improve the efficiency of recruitment. Not only for the candidate during the hiring process, but also between line managers and role holders. The definition and competencies surrounding the job role must be clearly defined from the onset.
The ECC uses two competency based analysis systems, Higher Education Role Analysis (HERA) and Further Education Development and Role Analysis (FEDRA), to analyse workers and the roles they perform within an organisation, before diagnosing the reasons behind role breakdown.
They stated that more often than not, line managers and role holders do not have a clear discussion about the definition of a role. This leads to miscommunication as each party builds a different picture of how the job should be performed. In some cases an inaccurate job description leads to the wrong candidate being hired or misleading goals being set, which inevitably affects the appraisal process, simply because the job role never matched what the candidate was actually doing.
Sandra Walton, senior consultant from the ECC remarked, “Getting the competencies clearly defined within a job role will give you the right DNA to master recruitment.
“Job descriptions need to be clear from the outset, otherwise you are simply exacerbating confusion. If the recruitment process is convoluted and packed with mixed messages, it is no wonder that companies and staff have contradicting views on what the role should entail. A job based on competency means it can be quickly reviewed and you can see how well the candidate is developing.”
Also among the speakers was Kirstie Kelly, Director of Sales and Marketing at LaunchPad Recruits, a video interviewing company, who similarly highlighted that communication is a major issue within the industry. Kelly pointed out we should be talking to candidates rather than targeting them, and highlighted how video interviewing can be effective in every stage of the recruitment process.
Kirstie remarked: “We are now in a time when technology should be integral to your thinking. Statistics show that video is 60,000 times more engaging that other communication methods, making itself a vital tool for any organisation looking to recruit. With an average of 23 candidates applying for every role, video screening helps to improve the calibre of candidate advancing to further assessments and reduces costs by up to 24 percent.
“Candidates will never forget how you make them feel during the process, and with video interviewing you can convey a strong message. The feedback we received for video screening has been largely positive from both sides of the desk, with many saying it is a more efficient and ethical way of interviewing. With over 5,000,000,000 people expected to be mobile efficient by 2020, it is a necessity to stay ahead of the ever changing technologies and this will be via communication.”
Samir Khelil, Head of Global Sales at WCN, demonstrated how the use of technology can increase efficiency and improve quality of hire, whilst reducing costs.
Samir comments: “Redeployment and talent banks are something that every organisation hiring should be looking at. Redeployment is a faster and more cost efficient way of recruiting, saving up to £30,000 per position filled.”
WCN’s Re-deployment Solution ensures current staff are treated sensitively, with priority over external staff and are given the greatest opportunity to find a suitable position. WCN had found internal hires perform better in the first 6-12 months than external hires.
“In comparison, keeping updated talent banks allows you to retain employable candidates for future roles. Nestle identified its & lsquo;talent puddle’ in 2006 and reduced the cost of hiring from £4,000 to £700. e-Recruitment software enables companies to add individuals to certain pipelines and communicate with them at the right time. Talent banking helps to speed up the process, cuts assessment centre cost and reduces time dramatically. Marks and Spencer has moved 95 per cent of its recruit online and has reduced costs by 30 to 40 per cent. If you have the right frameworks in place you will be able to make the recruitment process more efficient,” concluded Samir.