We have all heard the saying, “Better late than never.” Although it’s a very meaningful phrase, but it holds little to possibly no resemblance in the fast paced corporate world. To put in better context,it means that a mistake must be avoided in the first place itself to ensure that the company’s revenues aren’t wasted.
In this article we are going to illustrate the importance of selecting a candidate based on his/her skillset and how to figure out a skillset gap.
The current hiring process is not equipped enough to identify skillgaps in a candidate
The conventional hiring process involves, the hiring manager sharing the job description (JD) of a particular vacancy to the talent acquisition manager. He/she will then share it with their partner recruitment agencies or they themselves might go through various job portals and search for the suitable CVs.
Recruitment agencies perform a simple key-word mapping and match the job description with the Curriculum Vitae (CV) of various candidates. Then they shares there ‘screened’ CVs back to the talent acquisition manager.
The talent acquisition manger then piles up all these CVs on hiring manager’s desk. So evetually, hiring manager recieves numerous unverified CVs and now its up to him/her to evaluate these CVs and find a really suitable candidate for the job.
Interestingly, According to trueprofile.io, “ Fraud on any verified document including degrees, ID, employment certificates, licenses – throughout the pandemic has increased by 15%”.
The above fact certainly create a dilemma for the hiring managers. On one hand they have to fill up a vacancy in a very limited amount of time while on the other hand, they need to invest hours evaluating these CVs for CV veracity, technical skills and soft skills.
More often than not, hiring managers fall prey to time shortage and hire a candidate without properly evaluating them. They often tend to prioritize on the basis of brands related to educational qualifications and past industry experience at reputed companies instead of their skills. This leads to another chain of events.
WHAT HAPPENS AFTER A CANDIDATE IS ONBOARDED?
A candidate after getting hired, during the initial days, goes through some sort of on the job training program where he/she learns the working model of the company and understands its day to day business. It is during this period the technical skills of a candidate are honed for the particular job.
It must be kept in mind that it’s the company’s resources which are utilized in the training period and the probation period to assess the technical skills of the candidate and their suitability.
It is during this training period or the probation period, most of the candidates are deemed ineligible thanks to a wide skillset gap that remained unnoticed during the onboarding process due to the busy schedule of the hiring manager.
WHY ITS A BIG DEAL?
Loss of time– As clearly mentioned above, it takes around 6-7 months for a candidate to get a candidate onboarded. It includes all the time wasted in training and initial probation period of a newly onboarded candidate. It results in wastage of precious time and manpower to bring onboard an employee and then drop them at a later stage realizing that he/she has a large skillset gap between the required skills and what he/she has to offer.
Loss of revenue- A lot of company’s invaluable resources are invested in organizing training and onboarding of a new employee. The employee is paid a salary as well during their training and probation period. If the employee is deemed unfit during the later stages of onboarding, it amounts to wastage of all this revenue for the employer.
Vacancy remains open- After the current employee is found to be unfit and is asked to move out, unfortunately the vacancy still remains open and the whole process begins once again. It eventually turns into a whirlwind which sucks all the resources of the employer and reduces the profit margins of the company substantially.
TONNES OF PROBLEMS AND A SINGLE TECH SOLUTION:-
Afterall, there is a silve lining. The hiring manager instead of manually evaluating numerous unverified CVs can actually take help from various technology and analytics driven hiring platforms. There are advanced platforms that provide pre-verified CVs, it makes hiring managers life easier and ensures quality hire. Industry experts empaneled with these platforms screen the candidates thoroughly by analyzing their technical and soft skills.
Scientific frameworks ensure that the CVs are true and all the claims mentioned by a candidate in their CV is actually true. This speaks volumes about the true skill set and experience of the candidates.
It ensures that hiring managers can make a well-informed decision. It also ensures that a lot of time is saved in the process and the real skills of the candidates are shared directly with the hiring managers in form of a detailed analytics report.
Hence, all the hiring manager has to do now is, take the context based interviews and plug the candidate into their internal hiring process. End result is that only a candidate whose technical and soft skills have been verified is getting ahead in the process or getting hired.