In a recent study highlighted by Harvard Business Review, researchers Kackovic & Deichmann (2025) suggest that organizations should consider refining their processes for identifying suitable candidates. They emphasize the importance of streamlining the multi-layered and intensive resources often used in the selection process to make it more efficient. Here are the key recommendations provided by the researchers:
Practical Recommendations:
1. Expand Criteria and Seek Expert Input:
Rather than solely relying on rigid criteria when searching for talent, the authors suggest involving experts early on in the recruitment process. These experts, with their extensive experience, can help identify candidates who may possess unique qualities that go beyond the initial criteria set by the organization.
2. Align with Business Needs:
Once talented applicants have been identified, the researchers recommend that the recruitment team assess not only the candidate’s skills but also how well they align with the organization’s specific business needs. This includes evaluating cultural fit to ensure a better match between the candidate and the company.
3. Enhance Applicant Experience:
To add value to the selection process, organizations can make it more meaningful for candidates, even those who may not be selected in the end. This can be achieved by offering professional events for finalists to foster a sense of community. Such initiatives not only enhance the organization’s reputation but also make candidates feel valued and respected throughout the process.
Key Takeaways:
By implementing these strategies, organizations can create a more efficient and effective selection process, ultimately saving resources and reducing stress for all involved parties. The insights shared by the researchers are grounded in thorough research and aim to improve the overall recruitment experience.
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