How Do you Pick the Best and the Brightest?

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By: Center For Worklife - Expert Reviewer

How Do you Pick the Best and the Brightest?

With various candidates for every position, and job modification, mergers and acquisitions, scouting for talent is no longer what it used to be.  Culture plays a key role in the growth of the company and teams function well when they are set up according to a composition of complimentary and correlated team members.

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Smart employers are no longer relying on application and resumes only.  Behavioral interviewing has become an integral part of the process and that is not just in the interviewing phase but rather organizations like our are hired prior to the advertising of the position to develop a profile for the perfect applicant.  This way when the interview phase has come about, the best matches are the only ones that are interviewed rather than just assessing for experience and background.

Furthermore, resumes are becoming an antiquated method of screening potential candidates. In this age of ever-evolving technology along with the boom of social networking, more and more employers are evaluating potentials’ web presence, their personal brand, rather than rely on a sheet or two of paper containing a few headings and bullet points. Social Media is becoming increasingly prevalent as a means with which to market organizations, and an integral part of public relations. Applicants must be savvy to this channel of communication; a recent survey showed that 92% of companies in the U.S. are utilizing social media to scout new talent.

By using pre-employment assessment through behavioral job design and social media, employers screen and essentially test their applicants.   Organizations also offer candidates an opportunity to showcase their skills and propensity by posing business challenges to recruits who can then either stand out from the crowd or not, depending upon their performance, rather than experience or education, as read from a document.   This creates a fun environment where the company learns more comprehensively about the candidate, and the candidate in turn learns about the company’s mission, goals, and culture during the process.

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