How technology can help identify the cultural suitability of newcomers

Hiring managers are under pressure to fill vacancies like never before. Vacancies in the United States remain persistently high: the figure is 11.3 million by February 2022, close to the record of 11.4 million set in December, according to data from the U.S. Bureau of Labor Statistics.

Employers use everything in their arsenal to attract new employees to their companies, from increased pay and improved benefits to flexible working hours and remote work permits.

HR teams even speed up their hiring processes so they don’t miss out on the best talent. Earlier this month, internal documents leaked revealed that Google is making radical changes to its notoriously long recruitment process to keep it competitive, with some candidates being allowed to skip stages to speed up their journey.

It is easy to understand why this happens: a study by Robert Half Talent Solutions found that 57% of jobseekers lose interest in a job if the hiring process takes too long, with almost four in 10 finding it “too long” between seven and 14 days.

However, companies that are in a hurry to recruit staff face the real risk of bringing in someone who is not suitable. After all, employees don’t just need the right experience and skills for the role – they need to share the company’s ethos and suit its culture if they want to bring value. However, screening candidates for these qualities can be neglected if companies are too hasty to fill vacancies.

Technology is becoming relevant

Fortunately, checking that the candidate will meet the cultural requirements and the fast and efficient hiring process can go hand in hand thanks to new technologies that are being introduced to complement the traditional stages of the interview.

For example, for those who want to get ahead of the issue before even hiring, Supertalent is a platform that compares job seekers to companies based on shared values. Companies create a profile that outlines their culture and philosophy in the workplace, which candidates can compare to their own, so that both parties can assess how appropriate they can be.

Alternatively, instead of relying on the candidate’s self-assessment, tenants may introduce psychometric or situation-based tests in the hiring process to find out how new employees would react in certain circumstances or to what extent they identify with certain values.

They can be completed online and made at home by the candidate at the most convenient time for him to be as convenient as possible. Hiring managers will receive the results as soon as the tests are completed and can take them into account when making decisions along with the ratings from the interviews.

The screening of potential new hires was a slow and analogous process, often blaming the protracted hiring process, but the advent of HR technology means this is no longer the case. Checks can be performed online quickly and efficiently, keeping the applicant fully up to date throughout the process.

While many background checks, such as those checking for a criminal record or a history of bankruptcy, may be a legal requirement for employers to take, there are many others that need to be considered and that will give a good impression of whether the candidate can to be suitable for the company.

For example, social media checks will search the Internet to see if a potential tenant has ever been involved in abusive behavior or online activity and may therefore pose a risk to your company’s reputation.

Although they accounted for less than 1% of all automated inspections carried out on applicants worldwide last year since the annual inspection of Veremark employees report found that it is quite common for HR teams to carry out their own manual checks. However, relying on expert technology platforms for this service is highly recommended if you want to stay on the right side of the law, given the strict legal framework around conducting such inspections, which is also changing by state.

These platforms are also, not surprisingly, much faster: for example, Ferretly is deploying artificial intelligence to help it analyze posts and images worth years in seconds.

Similarly, adverse media scrutiny will search archives both online and offline to determine if a candidate has ever attracted negative coverage of personal or professional news.

References, which, among other things, can give an invaluable idea of ​​the previous behavior and attitude to the work of the candidate, are already a routine part of hiring. However, the use of digital benchmarking technologies has a number of advantages, such as increasing the response rate, making the experience more comfortable for the referee.

Of course, the hiring process can also be a great opportunity for employers to show their company culture to potential employees. The candidate will now form an opinion about what the company is like as they go through the stages of the interview: a view that will influence their final decision whether to accept the role if offered.

Employers can show that they respect their staff by maintaining good communication with candidates during the recruitment process, informing them of their applications and offering feedback.

See also: Rehumanizing the workplace in 2021 with a culture of employees in the first place

Use technology to identify cultural conformity

Hiring the wrong person for a job can be a costly mistake: according to one research from CareerBuilder, companies lose an average of $ 14,900 on each bad lease. And cultural compliance is an extremely important aspect to consider, especially when it comes to detention.

As the Great Resignation shows no signs of slowing down, technology can help employers fight the temptation to ignore this important consideration.

How do you use technology to determine if a new lease is appropriate for the culture? Let us know at Facebook, Twitterand LinkedIn.

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