When experts from various departments of an organization work together to identify and recruit a new person, it leads to an optimal hiring decision. The absorbed new hire will be the best fit for the organization in terms of aligning with organizational goals, integrating with its culture in a seamless manner, and starting to contribute constructively & generously from day 1. This strategic joint recruitment exercise is termed collaborative hiring. Key decisions like candidate scoring, evaluation, and final hiring or rejection could be made in a constructive manner to make the right decisions. In simple terms, biasedness is removed, and collective opinion is included in the entire spectrum of hiring top quality talent.
How can PEAK support in executing collaborative hiring for your MSME business?
We at PEAK are a team comprised of qualified talent acquisition managers, SME domain experts, SME business intelligence analysts, client success managers, strategic business advisors, and performance management specialists who will collaborate in a collaborative manner to source, shortlist, interview, and help select the right candidate by deploying a stringent hiring process. Our primary aim is to support our valuable SME clients who do not have this deep-rooted strategic HR team by accomplishing collaborative hiring on their behalf.
We engage in this by focusing on custom-creating the JD in a structured manner by communicating with stakeholders and decision-makers in formulating the roles and responsibilities and defining the skills, abilities, and intelligence needed from the expected hire. Our deep-rooted strategic HR specialists then conduct multi-dimensional interview as per the clients strategic hiring requirement and present the chosen candidate for the final round of interview with the SME business owner or to his HR team. Our assistance will thus significantly reduce the client’s time.
Our seamless approach will enable the organization to hire the right talent with our unique candidate scoring sheet, which we provide when we submit the candidates shortlisted for your final round of interviews. Our experiences have revealed that employees hired through a collaborative approach have boosted their productivity by up to 38% . And such employees are 59% less likely to look for a new job within the next 12 months.
PEAK METHODOLOGY
Action 1: Pre-Implementation Preparation
1) Define objectives:
- Determine the goals and desired outcomes of implementing collaborative hiring (e.g., improved candidate quality, faster hiring cycles, better cultural fit).
2) Formulate a project team:
- Establish a core project team consisting of HR representatives, hiring managers, and key stakeholders from relevant departments with whom our meticulous HR professionals will collect the prerequisites.
Action 2: Designing the Collaborative Hiring Process
1) Develop job descriptions and role profiles:
- Ensure job descriptions are clear, accurate, and aligned with organizational goals and culture.
- Identify key competencies and skills required for each role.
2) Design an interview framework:
- Develop a structured interview process incorporating behavioral, situational, and technical questions.
- Determine interview stages (e.g., initial screening, panel interviews, final interviews).
3) Select interviewers and training:
- Our people have expertise (in SME) in conducting the multi-dimensional interview in relevance to the role being sourced for.
- Provide feedback and necessary findings to clients by avoiding biases and assessing cultural fit.
4) Integrate with the overall talent management strategy:
- Align collaborative hiring with other talent management initiatives, such as onboarding, performance management, and employee development.
- Foster a culture that values collaboration and inclusivity in hiring decisions.