To recruit the right people is getting harder and harder. Companies today are growing bigger in quality and in quantity. Check out these 7 HR tips to recruit the right people for your company.
An HR Recruitment process is certainly not easy. Doing it the right and the best way is how you can catch the best fish in the sea of many. Surely, you don’t want to waste time, efforts and money by choosing the less suitable people for the jobs you offer, and you don't want to waste anyone else's too.
You must always get the best and not settle for less. A lot of people are hunting for jobs, and you should take it as an “always open” door of opportunity for possible great employees.
There are so many techniques used in the HR recruitment process, and the succeeding parts will be talking about some of the things you should consider to recruit the right people for your organization.
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Here are 7 HR tips that can help you t recruit the right job candidates.
Before anything else, you must determine what your company is all about. You need to understand your hiring needs, understand your candidate persona and clearly define what your Employee Value Proposition.
Knowing your candidate persona will help you clearly define the qualifications you need for the people you want to build your company with. Know what attitudes, mindset, skills and goals you need them to have. Know your company's values, vision and mission. This is what you'll need from the beginning until the end of the recruitment process.
Let people know that you have job openings. There are many ways to do that.
First, you can post your opening on employment websites. Job seekers find it easy to use those sites because they can easily access and be accessed by HR recruiters. They can create their profiles and take online skills tests too wherever they may be.
Employment websites may indicate the deadline for application, the number of co-applicants, and if the employer has viewed their application, letting the applicants know whether they can keep an eye on that company or not.
Second, use your own career site. Your career site should be the best source of information about your job openings, about your company’s culture and your Employer Brand. People consider web design and content, and of course, the experience from visiting your site, which could affect your appeal.
Third, implement referral programs. Employees in your company surely know what your company is all about, and they're the perfect people to suggest potential co-employees. They most likely have colleagues in the same field so it's another way to recruit.
Fourth, join a job fair or conduct a career day. This may be a bit financially costly since you might go to schools and other locations to set up a booth. It allows you to have an instant face-to-face encounter with interested applicants who might have questions.
Fifth, contact potential applicants from your talent pools. Inform candidates from past job postings, and see if they're available and/or interested.
Sixth, post it where people are: social media. Social Media recruiting is one of the top recruiting trends in 2019.
Wherever you promote your job opening, make sure that you give complete, correct and specific information. Don't give vague and confusing details.
Answer all possible questions of job seekers like the degree finished required, job responsibilities, personality traits, working hours, benefits, location and salary range.
Be specific as this will help you eliminate candidates who are not a good fit for your company.
This is a structure of a well-written job description:
Every successful recruitment strategy has a well planned and structured interview processes. You may find a set of achievements, experiences, skills, seminars attended and such, but there's always something greater beyond the résumé.
An interview allows you to get to know more about the person behind the keyboard who applied to your company online.
You see their vibe, their speaking manner, their facial expressions and physical qualities too – which can highly affect your acceptance or rejection of them. Remember, you can learn a lot from your candidate's body language.
Ask the right interview questions. Prepare standard questions so you'll see how different people answer them in their own ways. It will make comparing easier.
You can see skills test results from job websites, but it's a different thing if they do tests in your office and not at home or at their comfortable and usual space. Tests could be written, virtual or verbal. Give clear instructions and indicate an expected finishing time, but don't put so much pressure on them.
Candidate Relationship Management is extremely important and necessary to recruit the right people. Keep in touch with the job candidates at every stage of recruitment. Confirming the receipt of their application and that you are currently reviewing it is a big thing for job seekers waiting for responses.
Immediately tell them additional requirements, and let them know how long it will take for you to get back to them at every recruitment phase. Get back to them when you said you will. Don't leave them hanging. Communicating well with them is a good impression of your company regardless if they end up being rejected or accepted.
Try not to use generic messages for all your candidates. Here is an example of how some companies reject candidates through video.
Job application and HR Recruitment both require a long time. Companies in need of people check their emails, websites or job posts for applications daily or regularly even when they didn't post a job opening.
Don't take too long to inform that you want to have a career discussion with them. Don't take too long to tell them that the position has already closed. Don't take too long to reject or accept them.
Competition for the best talent is intense. All these companies have the same goal: recruit the best people for their companies.
Don't be too fast to avoid reckless choices, but don't be too slow to avoid missing out the good ones.
The HR Recruitment process is vital in a company's establishment and development. It is where the composition of the company lies. Through it, employees are produced and trained; beginners are taught and professionals are improved.
Through it, products and services are made; and relationships are developed. Through it, a company is built; a company grows. People are put into jobs because of this process, and it is very important because it is how the people making up the company's body are found.
In recruiting, you must not just aim to fill the vacancy in your company but to fill the weak spots and place people that’d be helpful and effective in strengthening them. Recruiting the right way is getting the best people for your company and getting the best jobs for your potential employees.
Nicole Ann Pore is a daytime writer for HR Dept AUS, an Australian company providing HR support and services for any kind of business. Before the Communication field, Psychology is Nicole's long-time interest because people's behavior intrigues and fascinates her a lot! As a writer and as a person, she wants to inspire and empower people in many ways possible. Nicole graduated Cum Laude from De La Salle University Manila, Philippines with a Bachelor’s Degree in Communication Arts.
How does understanding company needs aid in recruitment?
Understanding company needs ensures candidates match the required skills and company culture, leading to successful hires.
Why is spreading job opening news widely beneficial?
Broad dissemination of job openings attracts a diverse and qualified candidate pool, improving the chances of finding the right match.
How do specific job posts contribute to recruitment success?
Clear and detailed job posts attract suitable candidates and reduce unqualified applications, streamlining the recruitment process.
Why are structured interviews crucial?
Structured interviews provide a consistent evaluation framework, ensuring fairness and effectiveness in candidate assessment.
What's the importance of maintaining clear communication with applicants?
Clear communication maintains candidate engagement and reflects positively on the company's employer brand.
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