With the growing awareness of the impact of premium talent on the organizational culture and operational efficiency of an organization, there has been a revolution in the Human Resource departments of global and national conglomerates. From soliciting employee feedback to substantial investment in development of soft as well as technical skills and a culture of internal motivation driven by freedom of key employees, job satisfaction and employee advocacy have received a spate of positive attention.
Subsequently the methods and techniques around sourcing and identifying peak performing candidates require an upgrade. The recruitment industry has evolved into an uber-competitive, first spotted first closed landscape where wasting resources and time in futile interviews is no longer acceptable.
On an average only a handful of hiring managers are aware of the subtle nuances which set apart the requirements of levels within a particular job family. This holds true for the ecommerce staffing sector as well. Often minutiae is overlooked in pursuit of the ‘big picture’ and this approach applied to drafting of designation descriptions, the actual interview process and subsequent negotiations render the whole process inefficient with a fraction of potential candidates from the original pool making it to the actual site.
STAFFOPEDIA’S EXPERT INSIGHTS AND SOLUTION:
Our team members and consultants offer the advantage of having worked with Fortune 500 ecommerce platforms on resolving competency framework issues and are capable of encouraging the same level of transformation in the workflow of potential clients.
We assess the requirements of a particular designation within a job family as per the level and unpack the implied desiderata of a post to develop a complete picture of the skills and competencies desirable in the ‘ideal’ candidate.
On the basis of this extensively detailed blue-print, we formulate a compilation of technical and behavioural skills which need to be evaluated in potential talent. Without this concrete road map, recruitment efforts result in futile stockpiling of generic data about candidates and this information doesn’t facilitate the decision making process in any way.
Taking the investigation to its culmination, we also provide standardized competency models that can be leveraged during the various interview sessions to focus upon eliciting the right insights from candidates. We offer exclusive frameworks for the evaluation of specific skills as defined in the blueprint. These models assess reactions of the potential recruits to practical problems and gauge the spontaneity of the response as per the prevalent STAR METHODOLOGY. They also eliminate biases and subjectivity, allowing accurate feedback from the different rounds of engagement to gradually build up an objective profile of talents and abilities of interviewees.
This process flow guarantees significant improvements in terms of valuable metrics like percentage of hire, fit with organizational culture, fit with job level requirements and cost of talent acquisition are concerned.