In the recent era, more supply of job seekers than the market demand is making recruiting a tough challenge as short listing genuine talent from a group of hundreds is not easy. The pressure to hire right candidates often affects your discerning abilities in the recruitment process. However, a strategic and innovative approach helps an employer to attract and retain skilled employees.
In the job market, you'll have to do things differently if you want to avoid sifting through a huge stack of substandard resumes. From conducting interactive group interviews to actively searching the talent at unconventional places, a list of strategies companies effectively executed in the hiring process is shared below.
Need Anticipation:[/b] Understanding the needs and demands of a client in terms of his manpower requirements, size of the organisation, goals of the organisation, short term and long term objectives of the employer and his/her vision to cater the market. Analysing the expectations of a client from the newly recruited team is vital in the first instance. This pre-research helps to short list relevant profiles from the data bank.
Enhance your connectivity in the market: Improving rapport with businesses and people should be the top priority of every HR consulting firm in this highly competitive age. The better you contact with the people better you can extract from the market. Set up a 24-hour job hotline and comprise it in your job postings. With a 24/7 system, you’ll amplify high-quality applicants by 30-50% or even more.
Clarity on job profile - The very first step in this process of hiring the best, you should explore, understand, and fully be aware of the job opening or position necessities. While re-checking the outcome of your early searches to evaluate significance, scan the results for further and every other related titles, key words, phrases, and companies that you can slot in into your next search.
Scan well all the resumes - Usually jobseekers are not professional curriculum vitae writers. Candidates may not find it important to write about every information or experience. However, if you are still looking for those exact details and it’s not there, it would be easy to comprehend that the person doesn’t have the required experience. Hence, do not make assumptions about the candidates merely by looking at their resumes.
Background check - It is important to inquire about the background of each candidate and listen to them. Why he changed the previous job? Queries about a lean time or switching a industry often help the HR professionals in assessing a candidate's expectations and career goals.
One-to-one interactive round - Let a candidate allow to speak in his natural spirit, do not create any communication obstacle and encourage him/her to share personal opinion about a prospective employer, discuss about the opportunities and challenges one may encounter after joining the organization.
Give a sharp eye on referrals - Thoroughly read the testimonials shared by the candidate, go for a reference check and a cross check to know whether the references are authentic or falsely concocted. This is one significant yet simple way in which you can choose the best and experienced performers.
Re-appraisal of the shortlisted candidates - Re-evaluate the resumes and job profiles of the 'finalists', re-examine the qualifications sought-after by the client and whether the candidate's past experience matches with the KRAs of the concerned job profile or not.
Respect confidentiality – If prospective candidate shares information with you on the pretext of confidentiality makes sure that you keep the information or samples shared under confidentiality, irrespective of whether you hire a candidate or not, maintaining the trust factor is crucial.
Apply your Gut: This skill depicts your total work experience in the recruitment sector, use your gut feelings in anticipating the future actions and decisions of the shortlisted employee.
Recruiting right people for right kind of job opportunities demands lots of effort and right strategies. People are the most powerful assets for every profitable and growing business, they decide the destiny of an organisation and create a long lasting image in the market. From top to bottom in the work hierarchy every individual plays a significant role in the productivity as well as performance of the organisation. Hence, the HR consultancy can never overlook the minute aspects of recruit and selection. A sensible recruitment approach can be mutually rewarding where the converse of it may lead to successive failures or an ultimate disaster.
Authored by:
Mr. Paramjit Anand, Director, Acreaty, HR Consulting Firm
In the job market, you'll have to do things differently if you want to avoid sifting through a huge stack of substandard resumes. From conducting interactive group interviews to actively searching the talent at unconventional places, a list of strategies companies effectively executed in the hiring process is shared below.
Need Anticipation:[/b] Understanding the needs and demands of a client in terms of his manpower requirements, size of the organisation, goals of the organisation, short term and long term objectives of the employer and his/her vision to cater the market. Analysing the expectations of a client from the newly recruited team is vital in the first instance. This pre-research helps to short list relevant profiles from the data bank.
Enhance your connectivity in the market: Improving rapport with businesses and people should be the top priority of every HR consulting firm in this highly competitive age. The better you contact with the people better you can extract from the market. Set up a 24-hour job hotline and comprise it in your job postings. With a 24/7 system, you’ll amplify high-quality applicants by 30-50% or even more.
Clarity on job profile - The very first step in this process of hiring the best, you should explore, understand, and fully be aware of the job opening or position necessities. While re-checking the outcome of your early searches to evaluate significance, scan the results for further and every other related titles, key words, phrases, and companies that you can slot in into your next search.
Scan well all the resumes - Usually jobseekers are not professional curriculum vitae writers. Candidates may not find it important to write about every information or experience. However, if you are still looking for those exact details and it’s not there, it would be easy to comprehend that the person doesn’t have the required experience. Hence, do not make assumptions about the candidates merely by looking at their resumes.
Background check - It is important to inquire about the background of each candidate and listen to them. Why he changed the previous job? Queries about a lean time or switching a industry often help the HR professionals in assessing a candidate's expectations and career goals.
One-to-one interactive round - Let a candidate allow to speak in his natural spirit, do not create any communication obstacle and encourage him/her to share personal opinion about a prospective employer, discuss about the opportunities and challenges one may encounter after joining the organization.
Give a sharp eye on referrals - Thoroughly read the testimonials shared by the candidate, go for a reference check and a cross check to know whether the references are authentic or falsely concocted. This is one significant yet simple way in which you can choose the best and experienced performers.
Re-appraisal of the shortlisted candidates - Re-evaluate the resumes and job profiles of the 'finalists', re-examine the qualifications sought-after by the client and whether the candidate's past experience matches with the KRAs of the concerned job profile or not.
Respect confidentiality – If prospective candidate shares information with you on the pretext of confidentiality makes sure that you keep the information or samples shared under confidentiality, irrespective of whether you hire a candidate or not, maintaining the trust factor is crucial.
Apply your Gut: This skill depicts your total work experience in the recruitment sector, use your gut feelings in anticipating the future actions and decisions of the shortlisted employee.
Recruiting right people for right kind of job opportunities demands lots of effort and right strategies. People are the most powerful assets for every profitable and growing business, they decide the destiny of an organisation and create a long lasting image in the market. From top to bottom in the work hierarchy every individual plays a significant role in the productivity as well as performance of the organisation. Hence, the HR consultancy can never overlook the minute aspects of recruit and selection. A sensible recruitment approach can be mutually rewarding where the converse of it may lead to successive failures or an ultimate disaster.
Authored by:
Mr. Paramjit Anand, Director, Acreaty, HR Consulting Firm