Recent TRG blog posts

The hiring process is no longer a one-sided journey for the candidate only, organisations are making a considerable investment in hopes of finding the shining talent that fits perfectly into their culture. Within your recruiting process, the candidate experience acts as a factor, a direct reflection on the company’s brand and culture. It reveals a great deal about how a company nurtures their talent pool and differentiates itself from competitors as candidates’ expectations change.

Companies, regardless of their sizes, are in a fierce competition more than ever to attract, acquire and retain the best suitable candidates. In this digital age, job search has moved from newspapers, job boards to the Internet.

Candidates nowadays are more selective in finding their ideal jobs. With just a few mouse clicks, they can easily find information about the position, the hiring company, the company culture, the working environment, etc. As such, in order to attract high-quality talents, your organisation needs to create a positive candidate experience.

Along with the rapid change of the business world, recruitment becomes more and more complicated. Apart from the traditional job interview, nowadays, there are some other modern alternatives that are worth trying. One of them is the pre-hire assessments.

Read more: What are the better alternatives to traditional job interviews?

Although there are several forms for pre-hire assessments, the most common one is online tests, which include many kinds of questionnaires and marking systems for candidates to fulfil.

Pre-hire assessments are important parts of the recruitment process that evaluate the candidate's technical abilities and behaviours related to the position being applied. They are a scientifically-proven predictive method of measuring how candidates perform tasks.

What are pre-hire assessments?

Pre-hire assessments can be surveys, tests, or questionnaires that potential candidates need to do as one stage of the hiring or interview process. These assessments can predict the candidate's future behaviour while performing the job.

Read more: 5 Reasons Why You Should Not Refrain from Recruiting Fresh Graduate

The recruitment process nowadays is vastly different from what the older generations experienced in the past. Now, it is more candidate-driven. Long were the days where candidates saw a job ad via the newspaper classified so they decided to whip up their portfolios and hand-wrote their application forms. The candidates then proceeded to mail the package away and patiently waited for the company’s response.

Generation Z, also known as Post-Millennials - along with their ambitions, fresh energy and potential, are the future leaders. However, when it comes to the decision of hiring fresh graduates, organisations have their doubt about young grads’ competencies in a professional workplace, apart from the knowledge they’ve learned. Fresh graduates usually lack experience and training, and may not be ready for a professional environment, yet.

Talent Management is a useful tool to recruit, retain and develop the most talented and skilled employees available in the labour force. It covers all processes and systems involved in maintaining and developing a high-level employee.

However, many organisations are hesitating to use talent management, mostly due to finance causes. Of course, everything has its pros and cons, but if you have a deep understanding of Talent Management systems, you will see the pros definitely overweight the cons.

Read more: Companies’ Views on Talent Management (Part 1)

When it comes to selecting the most suitable company to work at, employers need to be aware of what benefits the employees are expecting from them. Typical elements, such as salary, are not as attractive as it used to be anymore. According to the new CareerBuilder’s 2017 Employers of Choice Survey, employee’s concern has widened to other factors when considering ideal employers and suitable jobs.

Finding talent is a difficult task, but retaining talent is even harder. Therefore, an organisation should have an employee development plan. This plan fulfils two goals: keeping the employees and ensuring that the organisation has a new generation of managers.

An organisation should have a suitable plan to focus on employee development. This process fulfils two goals: keeping the employees and ensuring that the organisation has a new generation of managers ready to take over.