Recruitment is an important function of the company, because its effectiveness will effect the final output of the company and indirectly the profit ratios. Recruitment is the process of getting the right people for the right jobs. Even though the market is full of human resource, it is not an easy task to zero in on the right people for the vacancy in hand. As and when vacancies arise, recruiters begin their search for the right employee to fill that space. Recruiters have their own set of recruiting tips that they keep in mind while recruiting people. They conduct telephonic interviews, online tests and a series of interviews to narrow down their search. Read more on how to find and hire the right employee.
The aim is to select the best at optimum cost. Recruiting can be a very tricky process and loopholes in the recruitment system can conduce to unnecessary expenses for the employer. One abort (when a person gets selected and fails to join) or if an employee leaves shortly after joining, calls for conduction of the entire recruitment cycle for that one vacancy. This is a waste of money, time and energy. The best thing to do is get the right employee by being sharp and witty. Below are some recruiting tips for employers and recruiters. Read more on recruitment process steps.
5 Recruiting Tips for Recruiters and Employers
Search for Candidates
Suddenly there arises a vacancy that you are asked to close within a day! What do you do? Where do you look for candidates. There is no time to put it up on the employee referral portal and wait! In such situations rush to job portals or job forums. Even consultancies come to the rescue. Quickly check for the basic qualification requirements and call them up as soon as possible. One tip while selecting people in this initial stage is to be cautious and alert. Read the resume properly, because if the post specifically calls for a computer engineer or anybody who has done engineering in electronics you need to get them only. Due to negligence you even include mechanical engineer in the list and he comes and gives the test, clears and sits for the interview till when the interviewer finally finds out you allowed him to reach the interview stage despite him being a mechanical engineer, you will be in a soup. Thus, be alert while sifting!
Get Clear Idea About the Post
It is crucial for a recruiter to have a thorough understanding of the post in question. As a recruiter, you need to be well informed about the job description, salary range, job timings, career growth in that field, etc. before contacting the candidate. Since recruiters are the face of the company to fresh candidates, it is important to build your company's impression. Lack of knowledge about the job and its requirements will put off the candidate, which can prove to be a loss to your company. Read more on recruiting strategies.
Telephonic Interview Tips
Once the basic requirements are met, call the candidate up and conduct a telephone interview. From the tone of the employee you can find out to some extent how confident the person is. Ask several questions related to their academic field. If you are recruiting engineers, you need to know some common terms, theories or concepts that they study during their course. It's alright if you do not understand anything. What you have to check here is the spontaneity and confidence with which the candidate answers. Since the candidate does not know you know nothing, he mostly will tell the truth if he does not know the answer or will stammer and stutter. During a telephonic interview you need to explicitly clarify what the job calls for, the salary range, job location and job timings. Later on you do not want any confusion pertaining to these simple issues. If there is any disagreement, try solving it or else look for another candidate.
Test Tips
If you are satisfied with the conversation you had with the candidate over the telephone, then schedule him or her for a test. Each company has their own test format to assess the knowledge base of the candidates aspiring to join them. The test results will give you a better idea of how suitable a candidate is for the job. If you have 10 candidates writing the test for one post, some will fail the test. They can be immediately sent home. From the rest, choose five candidates for the interview stage. If you have 8 candidates who have passed and want to choose five from them, check the scores. Often tests comprise sections. Candidates who have scored more or less the same in all sections are stable and strong in the required fields. Give a second preference to a candidate who has scored really high in one section and poorly in the other.
Interview Tips
Once these five candidates have been scheduled for the interview, the narrowing process gets intense. You need only one candidate and have five to choose from, thus, you need to be really wise. Interview all of them. Points to be checked at the interview stage are confidence, team spirit, impressive personality, the right attitude, the willingness to learn and work and honesty. Check if the person is bragging or telling fibs. A braggart or dishonest person is not what your company needs. Moreover, check for the long term prospects. Is the candidate planning to stick to the job for a long period of time? Is he willing to live in the given location? Based on these factors select the most suitable employee for your company.
These were just some simple recruiting tips that can help you increase the number of hires within a stipulated period of time. The more stringent your recruitment process, the more likely you are to get the right employee. Avoid spending too much time and energy on the others. Learn to identify time wasters. As you continue recruiting you will understand what seeds to sow to reap the benefits!
By Priya Johnson
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