The best practices of human capital search



Human capital search is an essential element of Human Capital Management (HCM), which refers to the practice of onboarding the right human capital for a given job role. When it comes to human capital search, two schools of thought influence HR practices. One is best practices, and the other is finding the best fit. Arguably, any human capital search process follows either of these principles while looking to recruit the right talent.

 

According to the best practice school, certain HR practices can leverage the company's competitiveness in the marketplace, regardless of the industry or organisational setting. Meanwhile, the best fit HR perspective argues that human resource practices should comply with organisational strategy. To put it lightly, HR should be aware of the needs of both employees and the organisation as a whole. 

 

While there are extensive discourses on the flaws and merits of each of these approaches, experts argue that an ideal HR strategy should focus on optimising the efficacy of a business with ideal candidates that best fit expectations.

 

Lessons for Human Resource Consulting Firms

 

 Human capital consultancy services are the gatekeepers of an organisation. They carry the heavy responsibility of finding the best candidate that ideally meets all pre-set criteria of a job role. So, what are some of the best practices that can genuinely aid HR professionals in pursuing the right human capital?

  1. Evaluate the cultural fit and talent

Yes, you have to consider the experience of the candidate. However, factors like cultural fit and talent also have a significant impact on the employee's productivity. Some of the questions that you can consider are described below.  Can they merge well with the current workforce? What are their job competencies that add value to their role in the organisation?

  1. Bring them out of the interview zone.

Try to initiate some non-formal conversations with the potential candidate. Many human resource consultancy firms opt only for formalised interviews with candidates,, which never helps them assess the emotional quotient of the potential one. You can tell a lot about the candidate when you bring them over to informal settings,, which can act as pointers for their future engagements in the organisation.

  1. Integrate behavioural assessments

It is always appreciated to give candidates task assignments to evaluate their competencies and skillsets. However, you will also have to undertake behavioural assessments to better understand the candidates’ capability of achieving work objectives.

  1. Make use of reference checks..

Reference checks can fill in for the gaps in resumes. Consider them as reviews of past employer experiences which can further help you with the decision-making process. You can gain a unique perspective of the potential candidates’ performance from their past employee engagements. How well did they fare in an organisation similar to yours? What were the blockers to productivity there?

  1. Trust your instincts

Despite an impressive resume and excellent references, do you feel that this candidate is not that ideal one? Well, then trust your guts and let them go. Allow the informal conversations to unfold to know the candidate better. Can your team build rapport with the selected one? Are you able to foster a personal connection with the selected one? If there is none, then you are wasting your time and resources.

 

Finding the best candidate is the ideal outcome for any human capital search. In this age of the Great Resignation, HR practices should align with well-thought strategies that can help organisations attract the right talent. For more information on human capital consultancy services, please contact www.taplowgroup.com.  

 

 

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