During the last 30 years, the realities of employee turnover have changed greatly. Once, employees stayed with a single company or organization for 6-8 years on average. Now, this period has shrunk to 2-3 years. This means that these days people are changing their place of employment thrice as often. It has led to a much greater strain being placed on the HR personnel all around the world. Strain that they are sometimes are simply unable to cope with. At the same time, these changes herald a golden age for recruiting agencies and headhunters, who can make life easier for the overworked HR divisions by sourcing the potential candidates. However, there are still two tasks that can only be performed by the HR personnel, namely:
Interviewing the candidates that have been screened by the recruiting agencies
Training the new employees and familiarizing them with the company values and culture
These tasks put the HR department under a significant load whenever new employees are hired. However, this is not to say that their burden cannot be lightened somewhat. Read on to find out how you can make the life of your HR personnel easier.
When looking for a suitable candidate to fill an important position, multiple interviews with each aspirant are a necessity. First the initial assessment vis-a-vis an HR manager. Then a more in-depth, technical interview with one of the current employees meant to gauge the prospect’s competencies. Depending on the company policy and the position being filled, it is not unusual for a candidate to participate in three, four, or more interviews and assessments.
To save the hiring company some time, certain assessments can be performed with the help of a computer. Why not include an online test as a part of one of the person-to-person assessments - or, even better, have it replace the in-person assessment? Tests can be of general character, or meant to evaluate specific skills of the potential hire. Naturally, online tests cannot replace live interviews completely, but they can serve just fine as preliminary assessments. Thus, an online test can help you weed out the candidates who do not meet your standards, saving you the time and effort of interviewing them.
Online tests can help decrease the load on the HR personnel by shouldering some of their burden. In addition, an online test is perfectly impartial, and every prospect will pass or fail based on his or her merits.
Here are some best practices you should keep in mind when building an online test for assessing potential hires:
When it comes to online tests, it is recommended to steer clear of the third party, “off the shelf” solutions. It is always best to create the test yourself, considering specifics of your particular organization.
To save time and effort, and to avoid the risk of the “chinese whispers” effect, creating the test should be delegated to the HR personnel, or one of the employees in the department the new hire will work in.
When choosing the tools for creating the test, user-friendliness and an easy to understand interface is as important as a wide feature set. Anyone in the company may be called upon to participate in the test’s creation, and a complex, hard to understand solution will only get in the way.
Geenio test builder - creating a Multiple Choice question
The Geenio learning management system can be a fine option for you to explore, as it comes with a built-in test building module. Ten types of questions, ranging from the simple “True/False” or multiple choice questions to more rare beasts, such as “Sorting items by order”, “Fill the Gap”, or “Matching”, will meet the needs of all but the most demanding users. After a test in Geenio is completed, you can see what questions the candidate got wrong, as well as their answers to every question.
Training the new employees
Frontal instruction of new employees is not always possible or practical, as it demands significant time and resource expenditures from the hiring company. Although it is not recommended to discard it entirely, as nothing can replace a live interaction with a mentor, ready to go over a difficult topic or answer a question just as it pops in the student’s head, you can replace some of it with online courses. This is especially true for general topics, where remembering every little detail is not necessary, as long as the general principles are understood. It is not to say, though, that online courses are unsuitable for imparting technical knowledge, quite to the contrary - just make sure to improve the knowledge retention via tests and live classrooms with the new hire’s mentor or future peers.
The advantage of online courses compared to frontal instruction is that the student is free to set his or her own pace of learning. If a student feels that the amount of new information is overwhelming, he or she can always have a break, and if they encounter some piece of information that is already familiar, they can skip to the next module, unlike with frontal instruction.
As participating in an online course presumes that the student spends time alone, at a computer, it is recommended not to make the courses too long, the length of 20 to 30 minutes being the sweet spot. It is also a good practice to split your courses into shorter modules, so that the student would receive new information in bite-size portions, and have a short break after each one to stimulate knowledge retention. If you need to impart a lot of information via online courses, creating a number of small courses instead of cramming it into a single one will yield best results.
Before you start filling the course’s pages with study materials, take a few minutes to consider the course’s overall structure. You can use pen and paper in a pinch, but most likely your course building solution features the ability to build a course map or schema. Having started with developing the course’s structure, you will have a better idea about the amount of time it will take you to complete the course, and you will not miss any important information that must be taught the new hires. This also affords you extra flexibility when putting the course pages together, allow you to switch between different blocks of information during development, and put thought into transitions from one part of the course to the next.
Creating a course schema in Geenio
Do not neglect adding a test after every major topic. It will both test new employees’ knowledge retention and hint them at what information in the course is most important. Keep in mind that pages full of nothing but text are bland: spice your course up with images, videos, and interactive examples to make taking the course more engaging and interesting for your students.
The iframe element gives you the ability to embed other web pages. Put it to good use by adding a Roundme virtual space, or a Cacoo diagram to your course. You can finish your course with a big test covering all topics to assist knowledge retention. As a practical example, take a look at how cool it is to explore the room layout via a virtual tour. This way you not only save the time of the mentor, who no longer has to give the new employee a tour of the office, but also avoid creating a distraction for all the people who already work there.
Importing a Roundme virtual tour in a Geenio course
Many tools feature detailed statistics on the students’ progress, including test results. Having picked the right platform, you will always know how well the new hires are coping with the influx of new information. Statistics will help you better understand their strong and weak suits, and put their skills to the best use within the company.
In conclusion, a good learning management system comes with lots of features that can save the company time and effort, and help automate certain routine tasks usually carried out by the HR department. In this article we merely explored the tip of the iceberg - however, by now you have probably realized that having such a system at your disposal is always a boon when it comes to recruiting new employees.