Recruitment as we know it can sometimes fall into a standard procedure. From a candidate\u2019s perspective, it can be very \u2018lather, rinse and repeat\u2019: apply for a job, get called for an interview with the hiring manager, then land the job or get rejected.<\/p>\n
While this method is what most candidates expect, you need to shake things up to meet your organisation\u2019s hiring needs in today\u2019s dynamic recruitment landscape. An innovative way you can land multiple higher-quality candidates and recruit efficiently is by running a group information and interview session (GIIS).<\/p>\n
A GIIS is less like a group interview and more like a workshop \u2013 one designed to give candidates an understanding of why they would want to work for you, as well as allow them to showcase their skills in a face-to-face group setting. Whether you\u2019re looking to hire multiple people or just one, a GIIS is an efficient hiring method that gives you better long-term potential from your candidates.<\/p>\n
An effective GIIS should run for around three hours and include:<\/p>\n
But before you run a GIIS, you should understand exactly what you\u2019re looking to achieve and what benefits you can expect from this talent engagement method.<\/p>\n
The trouble with a traditional interview is that in the limited time slot, candidates are usually \u2018performing\u2019 and you won\u2019t necessarily get the full scope of their skills and personality. In a group interview and information session, there is less pressure on candidates to perform \u2013 the focus is on them spending time with you to learn more about your organisation and demonstrate their skills.<\/p>\n
One activity that is particularly effective during a GIIS is a prioritisation task. To complete this, candidates are given around 12 daily duties they would be expected to do in the role, which they must order in from 1-12 by priority. They have to do this task independently, then share their answers in a group.<\/p>\n
This task is an opportunity for you to see how candidates work together, collaborate, manage conflict, prove their point, and persuade others \u2013 all skills that you otherwise may not be able to gauge from a traditional interview.<\/p>\n
A GIIS setting is more engaging for candidates, which allows them to more easily build a connection with your purpose and showcase any attributes that will make them a great culture add.<\/p>\n
The ways in which a GIIS contributes to your employer branding goes both ways: you get to sell your organisation to your candidates during the session, and the GIIS sells your organisation to prospective candidates.<\/p>\n
Firstly, a GIIS is great employer branding because it\u2019s an opportunity for you to discuss your values, purpose, people and culture in a more informal setting with candidates. Giving candidates the space to discuss and ask questions on these topics during a GIIS shows them that you care about connecting with and hiring the\u00a0right\u00a0<\/i>candidates.<\/p>\n
A GIIS will capture the attention of prospective candidates, too. Word of mouth goes a long way here \u2013 don\u2019t underestimate the impact of people hearing directly from previous candidates or current employees at your organisation that a GIIS is part of your recruitment process. Hearing this will give prospective candidates the impression that your organisation is one that does things differently and cares about your candidates \u2013 all before they\u2019ve had any contact with you.<\/p>\n
Ideally, you can expect to hire up to 25 per cent of the attendees at a GIIS, which is an impressive return on a single session. But what happens when you don\u2019t have the budget or capacity to hire all the great candidates who attended?<\/p>\n
This is the perfect opportunity for you to build your talent pool. Because of their positive experience, candidates who you may not choose to hire at a particular GIIS will likely be interested in staying in touch in case other opportunities arise.<\/p>\n
So not only can a GIIS land you multiple high-quality candidates, but it will give you the ability to expand your talent pool and future-proof your recruitment, which may come in handy in times of skill shortages in particular roles and industries.\u00a0<\/b><\/p>\n4. Quick turnaround<\/b><\/b><\/h2>\n
One of the biggest pain points experienced by hiring managers is that the recruitment process is lengthy and time-consuming. Add to that the pressure of hiring multiple people, and the time typically required to fill these roles rises by weeks.<\/p>\n
With a GIIS, the turnaround time is cut significantly due to the way multiple candidates can be effectively assessed at once.\u00a0A Scout Talent group information and interview session, for example, can be done within a few weeks.\u00a0And the best part? A team of specialists will help you facilitate the process from start to finish, with room for you to decide your level of involvement.<\/p>\n
Overall, a group information session is an investment with many returns. Not only can you successfully offer roles, but you\u2019ll be raising engagement with your organisation, boosting your employer brand, and building your talent pool \u2013 all within a reasonable time frame.<\/p>\n
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