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The results are in: organizations with a more diverse and inclusive composition report better decision-making abilities and a competitive edge over their more homogenous rivals. There are many reasons why companies shouldn’t have biases in their hiring processes, from human rights to legal compliance.
That it also benefits the organization’s self-interest only reinforces the need to hire fairly and smartly. Thankfully, modern job description software prevents HR from having any blind spots and removes hurdles from all phases of the hiring process and beyond.
Job Descriptions that Stand out, Faster
When an HR team is empowered with job descriptions that focus on core competencies, they’re more likely to attract the correct type of candidate. Job descriptions must hone in on what really matters to help companies of all sizes steer clear of systemic biases in the hiring process.
Plus, tools that put the perfect competency-based job descriptions at your fingertips save your HR team valuable time, so they can focus on core tasks. Look for software that has a vast library of competency-based content to use and AI-powered software, so it works efficiently.
Better Interview Questions
Getting great candidates to the job interview is an achievement, but organizations need to keep probing along the same track to ensure there’s alignment between the competencies in the descriptions and the person in the job interview. Organizations must hire based on what made the job candidate so attractive, which entails drilling down on what really matters once the interview has begun.
The leading job description software follows up by providing HR departments with competency-based interview questions grounded in technical, leadership, and behavioral competencies. Once you’re face-to-face with a promising candidate, you’ll know exactly what to ask them, and you won’t have to spend a lot of time figuring it out.
Feel free to rely on the software’s interview questions or tailor them to your organization’s needs as you see fit.
Organizations that aren’t familiar with modern software might not be aware of what they don’t know, a concept known in some circles as “unknown-unknowns.” That’s why it’s crucial for HR departments to proactively address what you should know about career pathing when it comes to modern software and how it helps long after the hiring process is complete.
Once an organization can track the competencies and skills required for a position and how each employee meets these needs, they can accurately map the trajectory of their workforce for better short- and long-term planning.
Plus, managers can give employees meaningful data and hard targets they need to achieve to reach their next promotion, rather than wishy-washy generalities. Keeping the focus on actionable targets helps to run organizations with the same objectivity found in the job hiring process, so a job description helps to remove systemic biases from start to finish.
Unfortunately, it’s not uncommon for HR departments to use “diversity” as a buzzword rather than a guiding principle. Use job description software to help eliminate biases and systemic discrimination from the hiring process, so you comply with all laws and get better performance from your employees.