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How to find the right candidates for your pool

Building a strong Sri Lankan talent pool starts with defining your ideal candidate. Look beyond technical skills and consider cultural fit. Source widely using job boards, social media, and referrals. Screen applicants effectively to shortlist the most promising for your team.
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When it comes to finding qualified candidates in a new market like Sri Lanka, there are several unique challenges to consider:

Define Your Criteria

Clearly define the attributes you’re looking for in candidates. This includes technical skills, qualifications, soft skills, values, and cultural fit that align with your company’s ethos. Collaborate with hiring managers and team leads to create a comprehensive list of attributes.

Source Candidates

To build an effective talent pool, actively source candidates through various channels:

  • Job Postings: Encourage interested candidates to submit their resumes even if there are no current openings.
  • Social Media: Share insights about your company culture, projects, and values to attract potential candidates.
  • Networking: Attend industry events and use professional networks to connect with potential candidates.
  • Referrals: Encourage employees to refer candidates who could be a good fit for the talent pool.

Initial Screening

Sift through the pool of applicants during the initial screening stage. Identify candidates who align with your prerequisites. This step helps you narrow down the pool and focus on the most promising candidates. To deep dive into the topic of initial screening for recruitment, here’s some additional information:

to deep dive into the topic of initial screening for recruitment, here’s some additional information:

Goals of Initial Screening:

  • Reduce Time & Resources: Eliminate unqualified candidates quickly, freeing up time and resources for in-depth interviews with better-matched applicants.
  • Identify Key Skills & Experience: Assess if candidates possess the essential skills and experience listed in the job description.
  • Cultural Fit Assessment: Gauge if a candidate’s personality, work style, and values align with the company culture.
  • Prioritize Strong Candidates: Create a shortlist of the most promising candidates for further evaluation.

Common Initial Screening Techniques:

  • Resume & Cover Letter Review: Analyze resumes and cover letters for relevant keywords, skills, experience, and education. Look for clarity, conciseness, and proper formatting.
  • Application Forms: Utilize online forms with pre-screening questions to assess basic qualifications and filter out unsuitable applicants.
  • Skills Assessments: Conduct short online tests or exercises to evaluate specific hard skills required for the role (e.g., coding tests, writing samples).
  • Phone Screening: Conduct brief phone interviews to confirm details on resumes, assess communication skills, and gauge enthusiasm for the opportunity.

Effective Initial Screening Tips:

  • Develop a Scoring System: Create a scoring rubric to evaluate resumes and applications based on predefined criteria.
  • Standardize Screening Process: Ensure consistency in how you evaluate all applicants.
  • Focus on Key Qualifications: Prioritize essential skills and experience required for the job.
  • Utilize Screening Tools: Leverage applicant tracking systems (ATS) to automate resume screening and simplify shortlisting.
  • Provide Clear Communication: Communicate promptly with both shortlisted and rejected candidates regarding the next steps.

Additional Considerations:

  • Diversity & Inclusion: Maintain a diverse and inclusive screening process by avoiding biased language or focusing on irrelevant factors.
  • Compliance with Regulations: Ensure screening practices comply with anti-discrimination laws and data privacy regulations.

By implementing a well-defined initial screening process, you can significantly improve the efficiency and effectiveness of your recruitment efforts. Now let us understand Psychometric tests

Psychometric tests

Psychometric tests can be a valuable tool in the recruitment process by providing insights into a candidate’s personality, cognitive abilities, and work styles. Here’s how they can help:

Improved Candidate Selection:

  • Identify Behavioral Fit: Psychometric tests can reveal a candidate’s natural tendencies and behavioural traits. This helps assess how well they’ll fit into your company culture and work style. For example, a sales role might require someone with high extroversion and initiative, while a research position might benefit from someone who is detail-oriented and enjoys independent work.
  • Predict Job Performance: Certain psychometric tests can assess cognitive abilities like problem-solving, critical thinking, and numerical reasoning. These can correlate with a candidate’s potential to succeed in specific roles.

Reduced Bias:

  • Standardized Evaluation: Psychometric tests offer a standardized and objective way to assess candidates. This helps reduce unconscious bias based on resumes, interviews, or appearance. Everyone takes the same test, and the results are based on their responses.

Enhanced Interview Process:

  • Targeted Questions: Psychometric test results can guide interview questions. You can delve deeper into areas where the candidate excels or address any weaknesses identified by the test.
  • Identify Potential Red Flags: Tests might uncover areas of concern, such as high-stress levels or low teamwork skills. This allows you to explore these issues further during the interview.

Important Considerations:

  • Test Selection: Choose psychometric tests that are relevant to the specific job role and accurately measure the required skills.
  • Candidate Experience: Ensure the testing process is user-friendly and doesn’t take an unreasonable amount of time.
  • Professional Interpretation: Utilize qualified professionals to interpret test results and avoid making solely data-driven decisions. Test scores should be considered alongside other factors like experience and interview performance.

Overall, psychometric tests are a valuable tool when used strategically alongside other recruitment methods. They can provide valuable insights into a candidate’s potential fit for the role and the company culture, ultimately leading to better hiring decisions.

Engage and Maintain

  • Regularly engage with candidates in your talent pool. Keep them informed about company updates, industry trends, and relevant opportunities.
  • Maintain a dynamic talent pool by continuously adding new candidates and removing outdated profiles.

Collaborate with Hiring Manager

Involve hiring managers in the assessment process. Their insights and expertise can help identify candidates who meet both technical and cultural requirements.

Leverage Technology

  • Use applicant tracking systems (ATS) and other recruitment tools to streamline the process of assessing and managing candidates.
  • Leverage AI-driven tools for resume screening and skill assessment.

Remember that a well-curated talent pool not only reduces time-to-hire but also ensures quality hires for future positions. Good luck with building your talent pool! 🌟

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