Attracting The Right Talent During The Hiring Process

Attracting the right talent during the hiring process is not a walk in the park. Each passing day, organizations around the world are looking for the right talent that would take their brand, products, and services to the next level.

In Kenya, millions of youth are looking for jobs. The unemployment rate has been rising with institutions of learning emitting people into the job market annually. Analysts say most people fail to get jobs that they dream of by failing to bring out the best in them in the form of talent.

How can organizations attract the right talent during the hiring process? Are there key processes that can be followed in order to get the right talent? On Tuesday, July 28, 2020, BrighterMonday held a live discussion on Attracting the right talent during the hiring process.

Experts say that having a wrong talent in an organization costs more in terms of finances with little given in return. Getting the right talent depends on how the brand bets on people. “In looking for the right talent, you place bets on people, not strategies,” said Nelly Wanjiku Indimuli, a HR Practioner.

Attracting the right talent is about a team. It is about getting the right person who will be able to blend in and work with the team in harmony. Teamwork is the key to the success of every organization. In most cases, many people think they have a team when in a real sense, they only have a mob.

“In the hiring marketplace, people are the product. To attract the best talent in an organization, the hiring entity needs to value quality in order to stand out from the rest. In the reality is that you will attract what you are,” said Nelly.

According to Nelly, if a company wants to be the best and attract the best talent, then it needs to be unique and state clearly the kind of talent it needs. “A good talent must articulate itself. There are talents that are good on paper but terrible in articulating themselves. By articulating themselves, people will be telling what is within them,” says Nelly.

Nelly says that organizations need to continue using one-on-one interviews. By using “traditional” interviews, the hiring entities are able to capture the details about the talent that might be missing on paper or on an online platform.

“Technology is great is showing us who the person is by looking at their profiles and by carrying out a background check about them. But who they really are, often comes through interacting with them,” says Nelly.

To help organizations get the right talent, BrighterMonday has come up with an assessment tool. The Assessment Product by BrighterMonday is a collection of tests for different job functions, that allows you to assess the Technical Skills and Aptitude required for a specific role.

“These tests have in the Assessment Tool been curated by experts and are excellent predictors of a candidate’s ability to perform the tasks required for the role. It helps recruiters save on time by identifying the right talent in a very objective manner,” says Ezra Kimondo, the Product Manager at BrighterMonday.

According to Ezra, with the assessment product, recruiters can utilize key and consistent criteria to objectively sort for the best talent to hire. “The tool is super simple for someone to set up and take the assessment,” says Ezra.

If you need more information on this Assessment Product, click here

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