In your organization, the search for the ideal candidate for a job is probably a difficult and thorough process that filters candidates on various levels. There are three points we are going to look into that you should consider before you start the process.

Mindset

Is it possible to identify the mindset of a candidate through the CV? No, I know it's important to know the academic records and the institutions that one attended, the organizations one has worked for and key qualifications one has had. If we are looking at a managerial position, you need a solid ground to base your assurances on. You need to look at the X-factor or an insight that stands out from all other candidates who are waiting in line since most people have attended prestigious universities and worked at blue-chip companies. What we are looking for here is a candidate’s mindset. When we talk of mindset, we are basically looking at the tendency or disposition of a person. It is the reaction and response one engages when a situation such as a challenge or a problem pops up. The mindset of a person can influence any area of ones working life. It can be the line between the ideal candidates from the obvious choice. It can also be the line between the choices from a good choice. Contact us on how to engage candidates to realize their mindsets before you pick the right candidate for your organization.

Shortfalls of the CV

When companies are assessing candidates, it is biased to look at the cover letter and the CV, since it is the traditional way of selecting the right candidates for hire. Looking at the downfall of this method, we are going to look at how cumbersome it is to filter through the thousands of CV’s that have been sent to your organisation. The worst part is that some may have been sent in hard copy, while the rest sent digitally. Let us not talk about the different templates that have been used with dozens of attachments backing up the CV and cover letters. After going through 100 CV’s which follow the same order, it is very difficult to notice the differences between the CV’s, making it even hard to point out the right candidates.

The unconscious bias

Our brains are made to look for patterns in everything we are looking at. We anticipate and even look for shortcuts to come up with conclusions from experiences we have had. One particular instance is the association of a candidate who has gone to a prestigious university which leads us to believe the person has the experience we are looking for and fits the role perfectly. Eventually, we come to an agreement that the human mind is not the best tool to rely on when it comes to the hiring process. This unconscious bias goes a long way when it associates the dressing, to the language and the academic background of an individual.

Search Methodology

Trans GNX is a company that undertakes a lengthy strict and professional process of looking for the right individual for the job. We are going to look at our search methodology and how we relate to our clients and potential candidates throughout the process that take several weeks to complete.

Needs Assessment

This is the stage where we get to understand the profile of the candidate a company is looking to hire, this is through the help of a job description and the specification that will be provided to us. We go on to analyse the expectations of the candidates for the job role. We apply various criteria for the qualifications, knowledge, experience and skills needed for the role in greater depth in order to grill the candidates easily.

Research strategy

We then map the competitors where we can look for the best candidates using our robust database that we have built using our reference sources. After an extensive search, we provide our clients with an updated list that is progressively being updated as we scope the market on a daily basis. In case the process is not bringing forth an ideal candidate, we change a few parameters as we get feedback from our clients. After we complete the search, an action plan is set forth.

Candidate’s identification

After looking through the market for potential candidates, the likely candidates are identified and listed to be contacted for the next process.

Candidate’s interview

Our senior team of consultants performs a preliminary interview that assesses the interests of the candidates and checks if they best suit the vacancy position available. We do this by getting to know more about the candidate's personality together with the technical competency of the job description.

Shortlisted candidates

After the preliminary interview is done, we prepare a report that is handed to our client, which elaborates the findings and the feedback from the candidates we interviewed.

Client to candidate interview

Our company prepares different platform that the client feels comfortable in to handle the interview process. It can be a telephone interview, video conferencing interview or a personal meeting. During the interview process, we also provide negotiating assistance before releasing the formal offer to the selected candidate. We provide the candidate with the formalities needed to resign from the current employer. This is to allow for a smooth transition to take place.

Reference checking

As a way of ensuring that we have the great selection, we carry out reference checks when needed to check the reference provided by the candidates to understand any information that might help in solidifying and knowing our selected candidate much better.

Search completion

After the appointment is made, we maintain an open line of communication with the client and the candidate to ensure that the candidate settles in the organisation seamlessly. We provide confidential privileges to both parties throughout the entire process until we feel the candidate has matched the client's profile and is making headway in the role as needed.

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