How Staffing Companies Are Rethinking It Recruitment
November 08, 2022
Scanning resumes of IT developers to look for keywords might have been a viable strategy to screen candidates 10 years ago, but it doesn't work in today's age when 85% of candidates exaggerate/ lie on their resume. Candidates are highly aware of the automated resume bots that match their resumes against a bunch of keywords to priortize resumes, and spray their resumes with the required keywords that are tailored to match the requirements of roles they are keen on.
The pandemic only put a temporary pause on hiring, most companies are back in the field to recruit the best talent. However, IT companies are now being forced to keep the ROI in mind when recruiting talent. Staffing and recruitments firms hence need to focus on the skills and jobs are truly essential and most valuable to their clients, and develop a data driven hiring framework that clients can rely on.
To ensure pre-employment assessments are good indicators of on-the-job ability, talent acquisition teams must first create skills profiles/ skills personas. Skills profiles are detailed descriptions of the critical skills, and technical knowledge ideal candidates must have. By taking the time to analyze a client's requirements in detail, staffing companies can select or develop the right skills assessments that measure the critical skills required for the role.
94% of staffing professionals say using an applicant tracking system (ATS) has positively impacted their business. The top reason to invest in an ATS is to streamline the candidate search and selection process.
The prime focus of a staffing agency is to search for the best candidates for their clients' open roles. An ATS helps this key function by maintaining candidate database, enabling recruiters to maintain relationships with candidates, quicker and more advanced search options and recommending candidates to clients. A good ATS can help with
With proper implementation of a suitable ATS, staffing companies can increase recruiter productivity, save time, and delight clients with better results and faster responses.
By leveraging skills assessments, staffing professionals can create a data-driven profile of each candidate, enabling their clients to objectively measure candidates for a given role.
While educational qualifications and prior work experience were once critical factors in the decision making process, employers and hence staffing agencies are now moving towards data-driven skill based hiring practices. In IT, skills and knowledge quickly become outdated so where a candidate worked 5 years ago, and what they worked on might be irrelevant to the current role.
Getting rid of the outdated resume screening also means that the pool that staffing companies need to screen is bigger. The solution is widely known: pre-employment skills tests.
It is important to make sure that the assessment provider you pick offers customized assessments for your roles. Using one-size-fits-all skills test can lead to inaccurate evaluations leading to in the worst case, mis-hires. Make sure that the assessment vendor you are considering offer a large number of customizable assessments for all skills that you hire for.
Job hunting can be stressful. One way staffing companies can provide positive candidate experience is by eliminating the steps that lead to frustration. A good ATS, a skills assessment and its integration ecosystems can help simplify every step of the candidate lifecycle, from streamlining the application process to eliminating redundancy throughout the hiring process.
Pre-employment tests can help staffing companies optimize their process by:
Automating the most time-intensive tasks can free up recruiter time to engage qualified candidates. Top staffing firms keep candidates engaged throughout the screening process to make sure that the best candidates do not drop off. Using ATS and pre-employment assessment can enable staffing companies to run on autopilot, and deliver a delightful candidate experience.
When evaluating assessment providers, make sure that they have the option to export scorecards that you can share with the client. A scorecard provides quick insight into a candidate's strengths and weaknesses.
The detailed breakdown of their performance on each question can help the client hiring manager decide what questions to ask to make a hiring decision. For e.g. a lot of hiring managers like to use the questions a candidate got wrong in the assessment, and delve deeper into that concept to understand if the candidate is a quick learner.
One of the major benefits of using an ATS and a pre-employment testing tool is that you can automate sourcing and screening, to focus on the human aspect of the job. This also frees up recruiter time to move faster than the competition.
You can sign up for notifications to get scorecards in your email as soon a candidate completes an assessment. If a candidate has passed the assessment, you should move them to the next stage ASAP, and try to schedule an interview with the client so that you can close the role before the candidate
Learn how this leading SEA based IT staffing firm achieved a 55% hit rate (ratio of client selections to number of candidate profiles shared with client) after using Adaface pre-employment assessments.
Learn how Adaface can help you close more positions for your clients by scheduling a demo.
Deepti is a co-founder at Adaface. Her online persona is extroverted, but in real life she is terribly introverted and you can startle her just by calling out her name.