17 Jul 2018

Employment Industry News
Jul 17, 2018

How Do Recruiters Create Candidate Profiles that Attract Top Talent?

Accent recruiters know that the difference between a winning candidate and mismatch can be highly nuanced, and without years of experience, great listening skills, and evidence-based interview strategies, these important details can easily be missed.

With that in mind, we conduct a thorough, multi-stage candidate profiling process with both the client and the candidate in mind at every step. Here are some of the detailed steps that set us apart and help us match the right candidate to the right position.

We start with pre-screening.

The most efficient way to narrow the candidate pool starts with the very first step: pre-screening. When you ask the big questions first, you can get to the truth before either party wastes valuable money and time. Since we recognize the coarse-grain details that can turn candidates away (commuting distance, misaligned industries, misaligned expectations, etc), we ask about these details upfront. Candidate who can handle the biggest initial challenges (such as relocation) stay in the pool and move onto the next stage.

Personal interviews.

If the candidate shows interest in the role, the next stage involves personal interviews with Accent staff. We’ll invite applicants in for a sit-down meeting in which we discuss aptitude, work history, and goals.

Analysis and number crunching.

At this stage, the in-depth evaluation process begins. We create a data-enhanced resume for each candidate and factor in the details gained through the interview, the candidate’s behavioral profile, and a close examination of skill-work adaptability.

Verification.

At this stage, if the candidate’s interest levels and the evaluation process reveal a match between company and candidate needs and abilities, we begin verification of key details. We’ll confirm references, education, and publicly available salary information. Then we’ll move on to optional reviews, which may include a criminal background check, drug screening, or handwriting analysis.

The final stage

At this point, after the candidate has passed each of our evidence-based reviews, we’ll double check to make sure the candidate can meet the specific needs requested by the employer during our consultation process. For example, if the employer needs qualified accounting pro, we ensure a skill match. But if they also consider second language fluency a plus, we’ll confirm that detail.

Find the Best Talent to Fill the Best Jobs in Scottsdale

At every stage, our process is tested, proven, and carefully designed to ensure a successful hire. But we know that times change and industry needs fluctuate. So when a certain data marker, skill test, or behavioral interview question no longer brings success, we adjust our process accordingly. At every turn, we apply the evaluation procedures that bring you closer to the talented new hires you’re looking for. To learn more, contact the team at the ACCENT Hiring Group today!

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