How to make the slipper fit (and not shatter!)

The ACE research has also prompted a few considerations for employers’ selectioncampaigns. 

Larger numbers of speculative applications are going to increase the pressure on employers in handling volume applications. How to efficiently identify talent while providing a positive candidate experience for those selected out of the process – without swamping yourresources?  

It’s important to have slick methods ranging from automated online application forms to online Situational Judgement Tests tailored to the role in question.  SJTs are engaging and quick to complete, and have the added benefit of giving applicants a realistic preview of the role early on in the process.  So if the slipper doesn’t fit, there’s no need to keep trying!

But if some sectors of desirable candidates will only use CVs, how to rate them without being inefficient?  Savvy employers have targeted CV screening guidelines, or better still, turn the process over to external organisations to screen for them – dedicated resource applying consistent benchmarks to get the best of the bunch.

And if a big gripe of candidates is lack of feedback throughout the process, today’s technology allows candidates to get feedback every step of the way, from the automated outputs of a self-selection questionnaire to more detailed feedback onstrengths or role competencies post assessment event.  When candidates put a lot of their own time and effort into an assessment process, they deserve to find out what it allmeant.

Finally,to ensure a good fit between employee and organisation, it doesn’t just end with making an offer to those whose skills match the role.  The essence (or “brand”) of an employer is more authentic when woven all through the process from first ad through shape and feel of assessment events, to induction process and ongoing development.  So what the candidate experiences isultimately what they get, and what ultimately convinces them to accept the offer and stay.