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ISO Standards for Recruitment
Providing a strong team for talent acquisition activities is not always feasible even for a large enterprise with global presence, one team of resources is to cover for about 5 - 6 countries. On the other hand, there is always a subjective decision to place resources into the priority with internal pressure. Many HR professional knows that bias exists in the "hiring work process", so they try to involve more people or interviewers to participate in the selection activities, then to consolidate the feedback and hiring decision with majority votes. That makes the process even longer without a reliable predictive of job success, as a result the selected candidate may not join due to unfavourable or negative candidate experience with the hiring company.
Many HR professional does not know "Job performance, Job success" can be predictive. For ISO Standards for Recruitment and Selection, Talk to us >
Key Challenges
HOW TO COPE WITH THESE CHALLENGES AND CREATE POSITIVE CANDIDATE EXPERIENCE FOR "ALL CANDIDATES" AND LINK WITH THE EMPLOYER BRAND? Talk to Us!
Persistently short of skilled personnel
Difficult to identify the right candidates?
Research indicated that an average wrong hire cost is approximately USD63,000 each.
Regardless the size or type of work in recruitment, Master International's digital SaaS + psychometric tests solutions + certified training can help you increase the quality and efficiency of hiring by 90% time saving for interviews, reduce extra cost on "wrong match"!
Has relevant personnel, but no system
HR knows bias exists while there is or without recruitment process documented. It becomes demotivated or lead to additional workload to restart the recruitment cycle when the decision maker turns down the recommendation quickly with subjective consideration. Due to lack of knowledge of relevant research, and due to resistance in general to the fact that recruitment can be based on science. Recruiters do in fact have the possibility to predict future performance. (Fisher et al,2020)
Master International already developed the system digital SaaS, following the recruitment workflow, will bring clients the most easier approach for recruitment.
Has relevant personnel, but lack of skills
Are they performing like a "messenger", focusing on administrative procedures? Are they reacted step by step only on demand by business leaders?
Is there someone who do evaluate, teach or consult in recruitment? (ISO standard)
Master International solutions are all following ISO and international standards. Administering the Master People Platform is user friendly, with certified training that help lift up your team knowledge and skills for the whole recruitment process and selection.
Has relevant personnel and system, but not productive (successful hiring)
How the recruitment team achieves the goal of meeting the business needs, foster positive candidate experience, follow on documented process and practices including preparing and planning; managing different phases and stakeholders; reviewing and learning? How do you manage the performance of the recruitment function, whether there is a dedicated role within the organisation or additional task for someone with another role, and those who evaluate, teach or consult in recruitment?
Not able to detect candidates potential
Is there a recruitment strategy in place? How do you evaluate candidates' personalities and work behaviour through interview process?
Regardless of work type or size of recruitment team, the focus is to put a structural approach, based on science, use assessment tools with highest validity (General Mental Ability test, personality tests and structured interviews) which brings the highest reliability. Master International has presented a framework from ISO to help create structured recruitment processes.
Traditional process
When is your full recruitment process last updated? What is the bases or standard of your workflow procedures for Plan > Attract > Source > Assess? How do you enhance the overall candidate experiences through the recruitment, selection and decision making process? How do you manage the performance of the recruitment function? How do you link the organisation activities to employer branding?
Master International - Best Structured Approach (GMA, Personality Test, Structured Interview)
Following ISO standards for recruitment ensures a structured approach to recruitment and thereby elevates the quality of the process, focusing on promoting positive candidate experience, and ensuring an evidence-based process, that is easy to evaluate on in practice, as well as to build employer brand.
Job performance can be predicted. Why not choose these tools and best administer them for quality, data-driven and efficient recruitment and selection now? Contact us for the best and reliable assessment tests for recruitment and talent development.
No set up cost, No additional CPU, Essential for Every Companies for Now and Future!