Organizations use the lateral hire training process to find seasoned individuals with the communication, leadership, and cognitive abilities that they need. HR professionals frequently face difficulties since job seekers who want to further their careers are frequently seeking supplemental benefits and commensurate pay to do so. The difference between lateral and mainstream hiring is that lateral hires frequently carry with them certain work experience. This suggests that the job candidates under consideration already have the necessary knowledge and skills. They dream of working somewhere where they have the freedom to flourish and the resources to advance their professional development. Hiring managers must in this situation comprehend the candidates’ motivations for leaving their present employers, their goals, and how your company fits into those goals. In the lateral hiring process. Having a strong employer brand that appreciates employees, encourages employee voice, and offers chances for growth and development to keep employees engaged becomes essential. This makes it easier to find the ideal candidate, someone who would stay connected to the company for a longer period of time.
HR Challenges with Lateral Hiring
According to GTT, hiring managers are looking for candidates that have the ability to assume leadership positions, have domain knowledge, and are agile learners. However, it might be difficult for recruiting managers to find the correct talent. We spoke with heads of talent acquisition to better understand the issues facing HR professionals and identified the following issues:
The ineffectiveness
Employers who use the conventional method of hiring frequently lack efficiency. A simple resume shortlisting process followed by in-person interviews does not guarantee that the selected candidate is the ideal fit for a certain job position. It can be difficult to schedule interviews around the hiring manager, team manager, and candidates’ schedules. Additionally, the recruiting cycle’s cost and duration can increase if the procedure fails to exclude irrelevant profiles. Companies need a strict screening procedure to find the perfect fit because lateral recruitment is typically intended to hire for a post that demands experienced individuals.
The Lack of Clarity
CHROs and hiring managers have a lot of everyday responsibilities. For them to likewise closely monitor the continuing recruitment in such a situation would be extremely inconvenient. Communication problems frequently prevent leaders from receiving real-time updates. Due to a lack of necessary alignment among all the involved stakeholders, there appears to be a lack of visibility in the whole lateral recruitment process.
Lack of Behavioral Assessment
If there is no way to evaluate the personality and behavioral traits of potential employees, HRs are forced to make decisions primarily on gut instinct, which can be biased in various ways. Candidates that do not fit the company’s culture and values are far more likely to quit within a short time, which raises the cost of recruitment as well. Because businesses lack the resources to choose applicants that are a good cultural match for their company, this casts doubt on the hiring decision.
Lack of Means to Measure Domain Knowledge
Candidates who apply for lateral hiring have certain backgrounds. Even though their previous projects are clearly listed on their résumé, it might be difficult for HR professionals to assess a candidate’s topic knowledge during an interview. Simple aptitude exams on paper wouldn’t be sufficient to guarantee the caliber of your hire. Another obstacle to lateral hiring is that employers lack the tools necessary to assess candidates’ technical proficiency.
How Can Human Resources Simplify Lateral Hiring?
As mentioned above, in addition to the lack of a systematic process, HR professionals encounter various difficulties when making lateral hiring. By structuring your lateral recruiting process, you can reduce hiring costs and increase hiring process effectiveness. In order to assist you in streamlining your lateral hiring process, we have developed a brief and straightforward procedure.
i) Obtain Candidates’ Basic Data
Shortlisting candidates from a pool of resumes in accordance with the job role is the process of pre-screening. HR bots are streamlining one of the most time-consuming components of talent acquisition by automating this repetitive and manual task. They are also increasingly adding analytics to forecast candidate fit and quality. A lot of time that HRs may use to do their daily tasks could be saved by using bots to imitate an HR’s job. Likewise, candidates benefit from bots because they no longer need to wait for phone calls to acquire any job-related updates. Additionally, a lot of time is saved by the chatbot’s availability around-the-clock.
ii) Create a competency framework
Organizations can evaluate employee performance and create a positive, open workplace environment by using a thoughtful competency framework. However, HRs must have a detailed job description that includes all the job requirements before developing a competency framework. You can get professional advice if you run into difficulties creating frameworks for various job roles. A subject matter expert develops a framework after an in-depth discussion with the line manager that combines behavioral traits, cognitive skills, and domain knowledge. These three together make up a competency framework’s foundation.
iii) Examine the Correct Skills
Simulators are crucial in evaluating candidates’ abilities and expertise, which helps candidates better comprehend the nature of the job. They enable hiring managers to mark candidates on a list of predetermined factors while saving a significant amount of time and human labor thanks to their auto-complete functionality. To evaluate a coder’s potential, their method of understanding an issue, and their practical knowledge of a particular language, coding simulators imitate a coding challenge. You can either select a test from a library of pre-built ones or create one specifically for your needs. Case study simulators also give candidates access to actual business problems in a virtual setting. The aim is to measure candidates’ approach to the problem and the conclusion drawn by them based on various assumptions.
iv) Plan Your Interviews
In lateral recruiting, a planned interviewing procedure is essential. The funnel of interviewees at various stages of the selection and recruitment cycle is highlighted. Giving various stakeholders a feeling of clarity and direction. The logistical headache of in-person interviews is further eliminated by the use of video interview tools. Integrated coding, and case study simulators, which further speed up turnaround and minimize costs. Structured interviews are more productive if competency-based interviews come after them. The competencies, weighting, questions based on behavioral indications, and candidate scoring may all be done by hiring managers with ease. There are fewer opportunities to make biased or subjective judgments because interview questions are matched to the necessary competencies.
v) Data-Backed Hiring Decisions
Employers now have more options thanks to data-backed hiring decisions. Employers not only have access to top talent but also to the wealth of talent that can exploit in the future. Utilizing data analysis allows for a more focused approach to hiring and choosing candidates. Predictive analysis has the capacity to set out likely outcomes of a specific event, providing hiring managers better visibility. SMEs can help develop a better knowledge of lateral recruiting data over time. Once an industry benchmark has been established, candidates’ performance on several examinations can be graded based on how quickly they completed each portion and how well they did overall.
Conclusion
Additionally, our Structured Interview technology helps HRs streamline, entertain, and simplify the lateral hiring process. It enables quicker interview scheduling and hiring, offers competency-based interview questions, and enables businesses to make data-driven judgments. Because our video interviews feature built-in simulators to evaluate a candidate’s skill set. Interviewers no longer need to drive to a remote place for in-person interviews or pen-and-paper tests. Our structured hiring platform gathers information and analyses it to produce insights. That the hiring manager can use to make more thorough hiring decisions.
