Our Talent Acquisition Challenges
Group process is an essential aspect in organizational management and performance. It refers to how selective and specific members in an organization work in unison and unanimously to achieve a set objective or goal in a given project or plan. The typical organization, invests time and energy to set up and propel the striving of the group process in the attainment of set goals.
Group process mainly focuses on how members collaborate individual roles and the extent of equal contribution. It is through group process that observation and analysis can help identify inherent problems and issues to help alleviate the occurrence of an unexpected overhaul in the group. The frequency of group meetings is instrumental in the enhancement and reinforcement of success and growth of its members. This is essential in the establishment of the relationship of the group Focus and objective and its members.
Group process is affected in a multifaceted way by elements such as roles of the organization, the decision-making process, participation and group communication. These attributes contribute simultaneously to the outcomes and overall growth of the group. The pattern of communication is essential since it regulates the patterns of speech and the process of turn-taking between members in the group.
Verbal participation is a sign of active involvement by members in the group process. This dictates how silence should be interpreted and how the patterns of shift in speech should be evaluated. decision making is a crucial parts of group process. It rules out the possibility of self-authorization. For example, this will rule out the possibility of one person deciding on an issue and implementing it at the same time. A unanimous decision-making approach facilitates the involvement of all members in the process.
The roles in the organization enhance accomplishment of group objectives. In the case of my talent acquisition group, the organization roles involved here is the recruitment and screening of people. In this Talent acquisition team, we have to work together to get the right candidates for corporate positions such as IT, CEO, executive assistants, human resource generalist and building coordinators.
Organization roles for a group process can be categorized into task, maintenance and self-oriented.
Task roles: this Focus on getting activities done. For example, initiator, information researcher, contributor and elaborating rules Maintenance roles: This mainly focus on bringing a positive improvement in the relationships among members in a group. These include harmonizing and encouragement rolesSelf-oriented roles: these mainly emphasize on the needs of an individual member of the group. These touch on the aggressive nature of an individual an dominator attributes.
My talent acquisition group from time to time experiences challenges during the recruiting and screening process. We have used a problem-solving strategy that is always helped us get solutions. We have always understood that the process of finding solutions is dynamic in nature and integrate groups and individual goals. We have been strict as a group to adhere to an organized procedure for problem-solving. The strategy that we adopted for running effective problem-solving process contains the following steps:
Definition of XXX problem
XX a XXXXX, XX stipulated XXXX problem definition XXXXX out the XXXXXXXXXX between normal XXX abnormal XXXXXXXXXX. XXX a XXXXXX situation there is XXXXXXXXXXX in the XXXXXXX conditions, XXX XXXXXXX, XXX concentration XXX participation of XXXXX XXXXXXX. When this XXXXX beyond the expectation it XXXXXXX an abnormal XXXXXXXXX. Group members XXXXXX in problem XXXXXXXXXX in such a XXX XXXX we XXX XXXXXXXXXX XXX direction of XXX XXXX XXXXX XXX solutions. In XXXX step, we allowed XXX use of XXXXX and XXXXXXX XXXXXXXX.
XXXXXXXXXXXXXX and definition XX XXXXXX
XX XXXXXXXXXX XXXX, the group XXXXXXXXXX XXXXXXXXX XXXXXXX for the occurrence of the XXXXXXXX. We XXX not XXXXX on XXX XXXXXXXX XXX rather the root XXXXXX. We XXX this XXXXXXX XXXXXXXXXXXXX. XXXXXXX XX XXXXXXXXXXX a XXXX XX ideas that XXXX in line XXXX ground XXXXX of XXX group process. XX a XXXX, we did not XXXX room to XXXXXXXXX XX individual XXXXXX XXXXX. We made XXXX XXXX a XXXX of ideas XXXXXXXXX by the members XXX of a large XXXXXXXX. The XXXXX point was on creative XXX innovative XXXXX XXXX XXXX encourage this approach. XX XXXXXXXX the principles XX XXXXX process through building XXXX ideas presented by XXXXXXXXXXX. XX XXXXXXXX techniques such as the XXXXXXXX diagram XX XXXXXX a structure that will XXXXXX the XXXXXXX XXXX XXXXX XXXXXXXXXX process. This XXXXXXXXX helped us XX XXXXXXXX XXXXXXXX areas XX a couple XX XXXXXXX causes.
Alternative XXXXXXXXX
After XXXXXXXXXXX XXX defining XXXX XXXXXX. We XXXXXXXXXXXX XX XXXXXXXXXXX XXXXXXXXX XX XXX problems XXXXXXX. the main XXX XX XXXX XXXX XXX XX XXXXXXXX alternative solutions in XXXX quantity, this XXXXXXX of generating XXXXXXXXXXX solutions did not include XXXXXXXXXX so XXXX we could XXX XXXXXX XX potential XXXXXXXXX
XXXXXXXXXX XX XXXXXXXXX alternatives
We XXXXX developed criterion XX choosing XXXXXXX solutions. This criterion was to define the XXXXXXXXXX XXXX a XXXXXX XXXXXXXX should XXXXXX. As a XXXXX we settled XX this specific XXXXXXXXX to XXXXXXXX XXX number XX XXXXX and XXXXXX XXXXXXXXX. The XXXXXXXXXXXXX XX this criterion XXXX XX XX weigh XXXXXXX XXX solutions and XXXXXX XXX XXXX XXXXXXXXX.
Problems XXXXX
Changing XXXXXXXXX XXXX
In XXX XXXXX XX recruit XXX XXXXXX various candidates for XXX different positions, XXX team XXX XXXXX XX XXXXXXX problems. XXX XX XXX problems that we faced XX a team XXX that there was a changing XXXXXXXXX base. This was XXX of XXX XXXXX challenges since it affected XXX team in a more direct way XXXX the others. XX a human resource XXXX, every XXXXXX XXXXXX to XXXX a specific XXXXXXXXXXXXX of XXX kind XX talent and XXX flow of the XXX market. This XXXXX that XXXX XXX XX us XXX XXXXXXXX to have a XXXXX idea XX the kind XX IT XXXXXXX that we XXXXXX as a talent acquisition XXXX. XXX XXXXXXXX XXXXXXXXX pool XXXXXXXX XX in major ways. For XX, we needed XX have a XXXXX XXXXXXX XXXX XXXXX not be affected XX XXXX other’s point XX XXXX. Due to the changes in candidate XXXX, XX made differing XXXXXXXXXXX XXXXX XXXXXXXXX. XXXX the XXXXXXXX in XXX rate XX unemployment, XXXXX is an XXXXXXX XXXXX pool XXXX is small XXXXX XXXX all of us XXXX XXXXXXXXX XXXXXXX of the XXXXXXXXX XX XXXXXX. XXX issue XX a changing XXXXXXXXX XXXX also XXXXX XXXX we had XXX XXXXXXXXX XX choose XX the XXXXXX to XXXXXXX due to the competition that XX brought XX XXX XXXX XXXXX.
To XXXXX this XXXXXXXXX, XX sat XXXX as a group XXX XXXXXXXXX the unique XXXXXXX that XXXXXX XX XXXXXX XXXX candidates in order to XXXXXXXX the XXXXXX. We XXXXX XXXX a consideration XX the influx of millennial XXXXX XXXX a little bit of XXXXXXXXXX. XXXX XXXXXXX XXX XXXXXXXXXXX XX had since we were able XX cancel out XXXX of XXX candidates. XX XXX XX XXXX, XX XXXX XXXXXX that we XXXXX XXXXXXXX the ones XXX XXX a XXXXXX XXXXXX in their careers XXX XXX XXXXXXXX XXXX XX XXXXX that XXXX XXXXXX XXXX XXX IT manager XXX. XXXXXXX the above XXXXXXXXXXXXXX, we XXXX XXXXXXXX this challenge XX considering the XXXXX experience of the XXXXXXXXXX so as to overcome the XXXXX of a XXXXXXXX candidate XXXX.
XXXXXXXXX of technology
The XXXXXX XXXXXXXXX that we XXXXX XXX the emergence XX XXXXXXXXXX. Indeed, XXXX XX one XX the XXXXXXXXXX XXXX XXXXXXXXXXX to our XXXXX XXXXXXXXX. Due XX the XXXXXXXX XXXXXXXXXX, we had an issue with XXXXXXX the XXXXX XXXXXXXXX XXXXX many of XXXX seemed XX be comfortable with a lot of XXXXXX that XXX XXXXXXX changed XXXXXXXXXX when we considered that XX XXXX recruiting an IT XXXXXXX. The emergence of new XXXXXXXXXXXX made it impossible XXX XX to find out what XXX the specific talent that XXXXX XXX in such a XXXXXXXX XXXXX of XXXXXXXXXX. Many XX XX in the XXXX considered XXXX XXXXX were a XXX XX jumps XXX XXXXXXXXXXXXX in technology XXXX had XX be XXXX XX the XXXXXXX since an IT manager XXXXX a XXXXXX XXX XX XX the radar of XXX inno0vatiuons and changes XXXX XXX XXXXXX XX affect the job. XXX to this, our team XXX divided XX XXX XXXX XX XXXXXXXXXX XX XXXX under this perspective. There XXXX XXX ones XXX XXX XXXXXXXXXX in XXXXX positions and XXX XXXXXXXXXXX a lot of changes in technology XXXX XXX years in XXXXX line of work.
On XXX XXXXX side, there were the XXXX XXX XXX the abilities XXX knowledge XX adapt to such XXXXXX if XXXX XXXX to face a XXXXXX in XXXXXXXXXX. XXXXX finding a candidate XXXX the XXXXXX technology updates in XXX XXXX of work XXX XXXX, we XXXXXXXX on settling XX the XXXX who XXX the XXXXXXXXX XXX ability to adapt especially the XXXX XXXX XXX experience in XXXX XXXXX. As a XXXX, XX sat XXXX and XXXXXXX that it XXX XXXX if XX XXXX XXXXXXX the XXX descriptions XXXX to us XXX then XXX XX figure out XXXXX XXXXXXXXXX seemed XX XXXX XXX talent to XXXX XXX understand XXX changing XXXXX of XXXXXXXXXX. XXXX would help in the XXXXXX XXXX there XX a XXXXXX or an innovation. XX were XXXX XX XXXX the XXXX who XXX a background in XXX field of XXXXXXX XXXXXXXX and automated XX processes since they XXX XXX XXXXXX of most XX the XXXXXXXX XXXXXX in technology XXX XXXX job. XXXXXXX giving us a XXX of XXXXXXXXXXXX in XXX XXXXXXX of XXX candidates, we XXXX able XX XXXXX this XXXXX adequately XX XXXXXXXXX the job descriptions to XXXX XXX XXXXX XXXXXXXXXXXX XX needed.
XXXX XXX XXXXXXXXXXX
XXX other challenge that we XXXX through in recruiting XXX candidates XXX XXX IT XXXXXXX was that many XX XXXX XXX poorly XXXXXXX XXX XXXXXXXXXXX. This was a key XXXXXX XXX the XXXXX. As a group, XX had a XXXXX task XX go through XXX the job XXXXXXXXXXX XXXX the ones which XXXX XXXXXX XXXXXXX XXX purposes of XXXXXXX on XXX top talent XXXX XXXXX XXX in XXX XXXXXXXX. XXXX of XXX XXXXXXXXXX had XXXX XXX XXXXXXXXXXX that XXXX it XXXXXXXXXX for us XX complete XXX whole process in XXXX. XXXX XXXXXXXX XXX XXXXXXXXXXX XXXXXXX. On XXX XX that, many XX the candidates had XXX edited XXXXX credentials XXX CVs XXXX XX XXXXX XXX job XXXXXXXXXXX XXXX XX XXX set. This meant that XXXX XX the recruitment time was taken in XXXXXX XX understand what XXXX XXX in their documents XXXXXX XXXX XXXXXXXXXX the kind XX talent XXXX XX had XXXXXX XX.
The issue XX XXXXXX XXXXXXX job credentials also affected XXX XXXXXXX of XXXXXXXXXXX XXXXX we XXXX not able to get a XXXXX XXXXXXXXXXXXX of the XXXXXXXXXXX XXX what XXXXX capabilities, XXXXXXXXXXXX, and XXXXXXXXXXX XXXX. XXXX that, it meant that XX would XXXX not be able to evaluate XXXX XXX select from XXXX XXXX had XXXXXXX the XXXX XXXXXXXXXX, qualities, XXX XXXXX XXXXXXX we needed for the post. To solve XXXX, we XXXXX XXX lose XXX XXXXXXXXXX XXX XX XXXXX barely XXXXXXXXXX XXXX they XXX XXXXXXX. Secondly, XX XXXXX to XXXXXXXXXX XXX ones which had a XXX XXXXXXXX so that XX XXXXX XXX XXXX out XX some great talents XXX XX simple mistakes. We also agreed XXXX XXX job XXXXXXXXXXX and CVs XXXXXXXXX the candidates XXX that we would evaluate XXXX XXXXX XX XXXX XX had before us.
We also XXXXXX of maintaining a clarity of job XXXXXXXXXXXX in XXX adverts XXXX we display XXXX online XXX XXXXXXX. XXXX XXXXX XXXX a clear XXX XXXXXXX composition of the XXXXX XX XX XXXXXXXXX by the XXXXXXXXXXX candidates. XX agreed XX implement XXX suggestion XX XXXXXX XXXXXXXXXXX forms with XXXXX-out questions XX address XXXXXXX concerns XX roles. XXX example, requirements XX social security numbers and including XXX or XX options XXXXXX candidates if XXXX possess this.
Poor collaboration
XXXXX was XXXX of collaborative effort XXXXXXX some team XXXXXXX, and this led to the XXXXXXXX being slow XXX XXXXXXX to XXXXXX. Some of the candidates we had contacted XXX the interview had XXXXXX XX issue them with the necessary documents that they XXXXX XXXX XX have in order for XXXX to access the recruitment XXXXXXX. I discovered XXXXX XXXX XXX people XXX were XXXXXXXX to be handling this XXXX had previously XXXX XXXX in a meeting XXXX XXXX XXXXX be XXX part of XXX XXXXXXXXXXXX panel. XX took XXXXX XXX hours XX get XXX team in order, XXX during this XXXX XXXXX XXXX were XXXXXXXXXXXX XXX candidates XXXX not fully XXXXXXX on the XXXXXXXXX XXX XX XXX XXXX XX XXXX XXXXXXXXXXXX XXXXXXX. I XXXX XXXXXXXX XXXX effective XXXXXXXXXXXXX XXX XXX as a managerial XXXX in teamwork XXXXX it XXXXXX XXXXXXXX XXX XXXXXXXXXX XX service XXXXXXXX during XXX recruitment process.
XXX XXXX XXXXXXXX that XX agreed upon to act XX a XXXXXX XX XXXX menace of XXXXXXXXXXXXXXXX was the XXXXXXXX of a XXXXXX XX facilitate meaningful interaction XXXXXXX XXXXXXXXX departments and XXXXX XX XX XXXX while at the same XXXX interacting XXXX XXXXXXXXXX XXXXX XXXXXXXX. We also agree on the adoption XX XXXXXXX towards XXX team XXXXXXX XXX XXXXXXXXXXX XXXXXXX while XXXXXXXXXXXXX on in-XXXXX issues XX XXX XXXXX. It involves small gestures XX XXXXXXXXX XXXX XX XXXXXXXX doors XXX close XXXXX XXXXXXXX XX a team XXXXXX XX a private matter, XXXXXX XXXXXXX and XXXXXXX XXX XXX XXXXXXXXXXXX XXXXXXXXXXX XXXXXXXXXXXXX.
XX XXXX XXXXXXXXXXXXXXX as a group on XXXX XX the approaches XXXX we XXXXX adopt to monitor its XXXXX effectiveness. XXXX XXXX XXXXXXXXX XX s open door XXXXXXXX in XXX management XXXXX, XXX of suggestion boxes for candidate XXX XXXXX XXXXXXXXXX and XXXX XXXXXXXX XXXXXX XX XXXXXX XXX XXXXXXXX XXXX performing group members. XXX XXXXXXX XXXXX be a fishnet of XXXXXXXXXXX XXXX would XXXXXXXX early XXXXX XX XXXXXXXXXXX XXXXXXXXXXXXX within XXX XXXXXXXXXXX XXXX XXXX would XXXX XX XX dealt XXXX. The use of interactive websites, XXXXXX media platforms and the general media will XXXX help in XXXXXXXXXX XXX curbing infective communication.
Shortage XX XXXXX
Another XXXXXXX my XXXX XXXXX XXXX XXX XXXXXXXXXXX process XXX XXXX XX enough XXXXXXXXXXXX XX XXXXXXXXXX engage XXX candidates. XXXX challenge also XXXXXXX a XXX XX XXXXX reactions from XXXX XXX XXXX and the candidates, XXXX XXXX XXXXXXX of my XXXX working XXXXX XXX clock and XXXXXXXX lunch breaks to finish interviewing XXX candidates. Some XXXXXXXXXX would ask for a reschedule XX the XXXXXXXXX XX possible, citing that they XXXXXXX XXXXX XXXXX XXX had stayed XXXXXX XXX XXXXXX XXX XXXXXXX XXX XXXX XXX XXXXX XXXXXXXXX XX travel in order for them to reach home. In the consequent days XXXXX XXX interview, we also discovered that the process XX sorting out XXX selected candidates XXX XXX job, a XXXXX XX a XXXXXXX XXX XXXXXX XXXXXX XXX XXXX quite tedious for XXX XXXX XXXXXX. XXXX XX XXX team XXXXXXX XXX XXX seem to XXXXXXXX the XXXXXXXXXX XXXXXXXXXXXXX XX XXXX people XXXX XXXXXXXXXXX XXX XX the sheer number XX XXXXXX who turned up.
We XXXXXX on a XXXXXXXX which XXX to increase the number of XXXXXX XXX worked in XXX group as recruiters and XXXXXXXXXXXX XX XXX team. Other options XXXXXXX relying on the power of technology XX conduct XXXXXXXXXX XXXXXXX XXXXXXX XXXXX of XXXXXXXXX. An XXXXXXX XXXXX be to XXXX XXXXXXXXXX from the XXXXXXX of their living rooms record short XXXXXXXXX XXXXX talking XXXXX XXXXXXXX aspects of XXX XXXXXXXXX XXX XXXX XX the panel for selection. XX would not XXXX XXXX in XXXXX XX the team by XXXXXXXX XXX need XXX coordinators at the reception XXX also XXXXXX XX the XXXXXXXXXX’ inconvenience XXXXXX by going XXX the XXX XX XXXXXX a XXXXXX of XXXXXXXXX so to speak. XX would XXXX imply a reduction in the time and XXXXXXX resources spent XX conducting XXXXXXXXXX and in XXX XXXXX of declining a candidate XXX XXX, he will never have XX be XXXXXX the XXXXXXXX.
XXXXXXXXX
Conflict XXXXX XXXX XXXXXXX was XXX another XXXXXXXXX that we XXXXXXXXXXX during the XXXXXXXXXXX process. Team members collided with XXXX other over a variety of XXXXXX XXXXX XXXXXXXX the tedious nature XX XXX work, XXXXXXXXX candidates XXX XXX job and differences in XXXXXXXXXXXXXXXX. Some of the team members XXXX XXX XXXXX XXXXXXXXXX about coordinating duties because XX XXX high XXXXXX XX XXXXXXXXXX being interviewed. XX had a XXXXXXXXX XXXX to have XXXXXXX XXXXXXX in shifts XX XXXXXXXXXXXX and recruiters sitting in the panel. The XXXXXXXX XXXXXXXXX after immense pressure from delayed candidates who wanted a XXXXX XXXXXXXXX so XXXX they XXXX XXXX. After the XXXXXX XXXX interviews, XXXXX XXX XXXXXXX XXXXXXXXX process XX getting a list of XXXXXX XXX XXXX XXXX XXX XXXXXXX, and XXXXXXXX had an XXXXXXX on XXX XXXXXX join which was different from XXX other. Domineering XXXXXXXXXXXXX XXXX XXXX a XXXXXXXXXXX issue. Some XXXXXXX XX XXX team XXX more XXXX XXXXXX their views XXXX others.
The XXXX solution XXX this XXX XX XXXXXXXXX an XXXXXXXXX team leadership XX XXXXXXX XXX elements XX group cohesion and interaction of our XXXX.XXX XXXXXXXXX XX this would be to XXXXXX positive elements of cohesiveness XXX XXXXXXXXXX and XXXXXXXXXXX XX a XXXXXXXX free group XXXXXXXXXX. Some XX the XXXXXXX that XXX XXXXXXXXXX was XX deploy were XXX XXXXXXXXXXXX of reward XXXXXXX XXX XXXX XXXX done XXX XXXXXXXXXX XXX any XXXX of XXXXXXXXXX that may be portrayed to force in negativity. Good leadership is an XXXXXXXXX XXXXXX in group dynamics and XXXXX the XXXXXX, I XXXXX XX out XX my way XX ensure that I XXXX XX example in being an exemplary employee. Junior XXXX members would XXXXXX XXXX in a bid to XXXXXX XXXXXXX relations within and without XXX group XXXXXXXXXX. XXXXXXX solution XX XXXXXX XXX elements of conflict in our XXXX was ensuring XXXX the members XXXX all on the XXXX page or had a common goal and in possession XX an understanding XX their XXXXXXXXXX duties in order XXX the XXXX to XXXXXXX set goals. In this XXXX it XXXXX be XXXXXXXXX for a XXXX member to fight over tasks since XXXXXXXX XXXXX what XXXX XXX supposed XX XX. It XXXXX also highlight the XXXX XXXX in the event XX XXXXXXX. We XXXXXX XX XXXX a XXXXXX XXXX XXXXXXXXXX XXX each member to XXXXXX XXXXXXXXXXX and XXXXXX that each individual had time to speak.
Lack XX enough resources
A company requires adequate XXXXXXXXX XX XXX XXX functions XXXXXXXX and effectively. XXXXXXXXXXXX XX XXXXXXXXX XXXXXXXX XX the human resource XXXXXXXXXX is a key factor in XXXXXXXX the recruitment XX qualified XXXXXXXXX. The prime objective XX XXXXX company XX XX XXXXXXX qualified labor force which will contribute XX the success of the company by adding XXXXX XX the XXXXXXX and XXXXXXXXXX it to XXXXXX XXXXXX. XXXX can only XX achieved through XXX allocation of XXXXXXXX XXXXXXXXX to XXX XXXXX XXXXXXXX XXXXXXXXXX XX enable it XX compete favorably with XXXXX XXXXXXXXX in XXX XXXXXX process. XX XXX part, this was not XXX XXXX and we XXXX faced XX a problem XX inadequate XXXXXXXXX during the recruiting XXX XXXXXXXXX process particularly in XXXXX of finance. We lacked adequate XXXXXXX XX XXXXX XX advertising costs. XX XXXX XXX able to pay XXX advertisement fees in XXXX XX the XXXX XXXXXXXXXXX sites and televisions. This XXXXXXX XXXXX the XXXX XX failing XX XXXXXXX the best candidates for XXX advertised XXXXXXXXX.
Since we needed XXXXXXXXX XXXXXXXXX, we XXXXX XX use XXXXX possible means to reach out XX the most XXXXXXXXX XXX seekers. XX realized that XXX XXXXX company XXX boost XXX XXXXXX for XXX recruitment process XXX therefore XX resulted in XXXXXXX at XXXXX XXX most XXXXXXXX and best XXXXXXXXXX were searching XXX XXXX. We used platforms XXXX as XXXXXX media XXXXXXX XX used XXXXXXXX profiles XX send out XXXXXXXXXXX XXXXX XXX open positions in the XXXXXXX. XXXX XXXXXX XX to XXXXXXXX XXX cost of the recruitment process XXX at XXX XXXX XXXX helped XX attract the XXXX talented and qualified personnel.
XXXXXX to find candidates who fit the XXXXXXX XXXXXXX.
XXXXXXX XXXXXXX is a key determinant of XXX success of XXX company. XX XXXXXX to XXX values, XXXXX, XXX XXXXXXXX XXXX XXXXXXXXXX how a XXXXXXX’s employees and XXXXXXXXXX XXXXXXXX and XXXXX XXXXXXX XXXXXXXX XXXXXXXXXXXX. The company culture is portrayed in XXXXX XXXX, XXXXXX XXX XX, XXXXXX hours, employee’s XXXXXXXX, and XXXXXXXX XXX client XXXXXXXXXXXX. Finding XXXXXXX XXX XXX the XXXXXXX XXXXXXX XX XXX dream of every company. XXX this XXXXXX, every company XXXXXX XX XXXX XX XXXXXXXXXX XXXXXXXXXX who XXX the XXXXXXX culture in the hiring XXXXXXX. XXXXXX the XXXXXXXXXXX and screening process, XXXX of XXX key areas that XX paid XXXXXXXXX XX detail XXX on XXX XXXXXXXXX culture of the XXXXXXX. XXXXXXXX XX XXXXXXXX a lot XX XXXXXXXXXXXX from XXXXXXXXX kind XX XXXXXXXXXX, XX were disappointed XXXX we XXXXXXXX XXXX XXXX XX these applicants XXX XXX fit the XXXXXXX XXXXXXX. We were XXXX disgusted when I found XXXX some XXXXXXXXXX XXXX XXXX talented XXX had XXX skills XXX competencies XXXX XX XXXX looking for XXXXXXX they XXXXXX to XXX with XXX company XXXXXXX XXX XXXX XXXX XXXXX not secure the job.
To avoid losing XXXXXXXXX and talented personnel XXX to XXXXXXXXXXXXXXX with the company XXXXXXX XX decided XX describe XXX XXXXXXX culture as XXXX as we XXX in XXX job description. We also resulted XX XXXXXXXXXX XXX company’s mission, XXXXXX and XXXXXXX of its internal environment XX XXXX XXX XXXXXXX understand the XXXXXXX XXXXXX, XXXX XXXX XXXXXX XXXX XXXX the XXXXXXXXXX who may fit very XXXX will apply XXX XXX XXXXXXXXXX positions. XXXX helped us XX attract not XXXX XXXXXXXXX job XXXXXXX but also those XXX can gel well with XXX company XXXXXXX.
XXXXXXXXX XX find perfect XXXXXXXXXX
XX attracted a XXX XX people in XXX recruitment XXXXXXX but we found XXXXXXXXX XXXXX XX XXXXX XXXX we XXXXXXXX that we XXXX XXX receiving resumes from candidates with strong XXXXXXXXX XXX XXXXXX XXXXXX for some positions that we XXX advertised. This meant XXXX XX had XX re-advertise for those XXXXXXXXX. XXXXXXX, XXXXXX such a XXXXXXXX was XXX easy because it XXXXXXX XXXXXXXXX XXX XXXXX resources XXXX XXXX implications. XX XXX XXXXX XXXX, failing to hire XXX XXXXX XXXXXXXXX XXX XXXXXX in incompetence XXXX XXXXXXX to XXXX performance.
XX approached this challenge by XXXXXXX XX how XX XXXXX XXXX improved some of XXX XXXXXXXXXX who XXX applied XXX XXXXX XXXXXXXXX. XX XXXXXXX XX XXXXX training XXX XXXXXXXXX talented XXXXXXXXXX so XXXX they can XXXXXXX the needed XXXXXX and character. XX doing so we minimized XX XXX XXXX XX repeating XXX XXXXXXXXXXX process and XX XXXX saved on time.
XXXXXXXX XXXXXXXXX XXXXXXXXXX.
XXX XXXX XXXXXXXXX XX XXXXX XXXXXXX XX XX XXXX qualified workers. We, XXXXXXXXX, made efforts XX XXXXXX that we XXXXXXX qualified XXXXXXXXXX in the recruitment XXXXXXX. However, XX found it very hard to engage qualified XXXXXXXXXX XXXXXXX they are in XXXXXXX XXXXXXXXXXXXX XXXX different XXXXXXXXXX due to XXXXX XXXX demand. This made it XXXX difficult for us to XXXXXXXX them that XXX company XXX XXX XXXX place for XXXX XX XXXX in. Because XXXXXXXXX candidates have XXXX-XX-XXXX XXXXXX, they can consider several jobs XXXXXXX at the XXXX XXXX. XXXX gave XX a XXXXXXXXX time in ensuring XXXX our XXXXXXX XXXXXX to the XXXXXXXXX candidates were XXXXXX, relevant, and attractive XXXX a XXXX XXXXX of professionalism so XXXX they can stand out. XX also XXXXX it XXXX XXXXXXXXXXX to XXXXXXXX and XXXXXXXX XXXXXXXXX candidates to XXXXXX our company XX the expense XX XXXXX XXXXXXX that XXXX had.
XX dealing XXXX this XXXXXXXXX, XX resulted in XXXXXXXXXXX what motivates XXXXXXXXX candidates and XXXX makes XXXX XXXXX in XXXXX XXX. This enabled us XX XXXX prior knowledge XXXXX the qualified XXX highly skilled candidates XXXXXX contacting them, hence XXXXXX it XXXXXX to XXXXXXXX XXX convince XXXX. XX XXXX enabled us to be able to XXXXXXXXXXX our XXXXXXX XXXXXXXX XXXXXX to XXXXXXXX what the XXXXXXX can offer to XXXX instead of XXXX XXXX XXX do XX the XXXXXXX. This XXXX it XXXXXX to XXXXXXXX and XXXXXXXX qualified workers. XXXX XXXXXXX XX XX employ XXXXXX competent XXX qualified XXXXXXXXX to XXX XXXXXXX.
Ensuring a XXXX candidate experience.
Candidate experience XX XXXX important for employee branding XXX it is also a XXX factor XX attract XXX XXXX XXXXXXXXXX XXXXXX XXX evaluation of XXX job XXXXXXX by XXX XXXXXXX. XXX way you XXXXX candidates XXXXXX XXX recruitment XXX screening process XXXXXXXX XXX XXX you will treat after XXXXXX. XX XXXX XXX a bad experience, XXXX XXX less XXXXXX to accept the XXX XXXXX. Similarly, XXXXXXXX candidate experience XXX good XXXXXXXXX XXX enhance XXXX employer brand and XXXXXXXXX XXX competent and qualified XXXXXXXXX to apply and XXXXXX XXX XXXXXXX job XXXXXX. We experienced a XXX XXXXXXX XXXXXX the hiring XXXXXXX. Due to XXXXXXXXXXXXXXXX, some of XXX candidates did XXX XXXXX XXX the XXXXXXXXX XXXXXXXXX XXXX we XXX requested XXXXXX the interview day and this frustrated them. Some of XXX candidates also XXXXXX at the lobby for a XXXX XXXX XXX to XXXX coordination at XXX reception. This XXXX them XXXXX a negative XXXXXXXX XXXXX the company even XXXXXX the interview had XXXXX.
To XXXXXXXX this XXXXXXXXX, XX resulted in XXXXXXXXX XX communication to ensure XXXX the XXXXXXXXXX XXX XXXXX information from XXX XXXXXXXXX. XX XXXX XXXXXXXX on XXXXXXXXXXXX XX XXXXXXXX that XX give XXX XXXXXXXXXX XXX XXX XXXXXXXXX XXXXXXXXXXX XXXX XXXX to bring XXX XXX to XXX XXX. We XXXX decided XX be XXXXXXXXX the receptionist when XXX candidates XXX XXXXXX XX XXXXX the waiting XX XXX XXXXX. XXXX XXXXXX in creating a XXXXXXXX image XX XXX company and also gave the candidates a better XXXXXXXXXX.
In conclusion, XXX recruitment XXX screening process was full of XXXXXXXXXXX moments and XXXXXXXXXXXXX that helped us as a XXXXX to develop XXXXXXX XXXXXX such XX XXXXXXXX. We learnt how to collaborate with the XXXXXXXXX XXXXXXXXXXXXX XX the candidates we interacted with and those we XXXXXXXXX. XXXXX XXXXXXX is an integrate XXXXXX XX collaborative units. XXX this reason, it XX essential XX XXXXXXXX XXXXXXXXXX for effective XXXXXXX XXXXXXX. It XX XXXXXXXXX that we work towards XXXXXXXXX XXXX XXXXX XX we XXXXX out XXX group XXXXX. This is XXXXXX XXXXXXX the XXXXXXXXX, XXXXXXXX XXX psychological health of XXXXXXXXXX group members XX XXXXX to the overall XXXXXX XX XXX group.
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