Hiring the right person is a recruiter’s every day battle. At times, appearances can be deceiving. Other times, you may feel like a candidate’s existing skill set match perfectly with a certain open position. But then, only a few months later, you see that this said candidate has handed in their resignation letter.
It’s at this point you may start to question your skills as a recruitment officer. Or perhaps, you begin to wonder if the company you work for is a fraud? As the saying seems to go, good employees only quit because of managers, right?
This is not always the case. No one can control if someone wants to job hop from one job to another. At the end of the day, that’s their choice. What you can control however, is how you pick talent.
This article will explain the process that you should go through in hiring the right person for your company, and how you can maximise your department’s resources for hiring and retaining great talent. It’s time to find people who will genuinely love their job and grow with the organization.
- Have an excellent knowledge of your brand. Can you explain your company advocacy in three sentences? If not, your talent management system should start working on that. The key to capturing the attention of smart candidates, is to impress them. So talk less and listen more- know what your company stands for.
- Establish a good job description of open positions. Most of the time, job seekers send their resumes to every job posting they see online. Often, they don’t bother to read the entire description. That’s why as part of the HR system, you need to be specific about what you want, and who you want to hire.
- Assess the talent’s resume properly. It’s time to stop doing 10-second skimming when looking over resumes. If you can shortlist the skill set you are looking for, do it. Keep the resumes that actually hit the mark. And, as much as possible, be reasonable with your selection.
- Rely on facts. There will always be talent who know how to write incredibly well (or perhaps they’ve paid someone to write it for them). So be careful in your shortlisting to be thorough about the facts. Take the time to verify facts that may seem a little off in their application. Research is the key to a fruitful recruiting system.
- Make every interview count. Whether it’s on the phone, video interview, or face-to-face, give it your best shot and ask the right questions. Don’t be passive or unenthusiastic when interviewing, even if it may seem sometimes seem like a ‘chore’ as a recruiter. It’s quite tiring yes, but you don’t want to pass up on good talent, do you?
These five points will be helpful in ensuring your hiring process is efficient and productive. Learn as much as you can about your company brand and integrate it with your proactive recruitment procedures. Then spend sufficient time preparing an accurate description for every open post. And take time accessing the talent’s resume thoroughly.
Lastly, it’s important to keep your interviews as engaging and informative as possible. Listen more and speak only when necessary. This is the best opportunity to assess and validate the applicant’s experience and skills as appropriate for the role. With these tips, you’ll surely improve your hiring process and retain the right kind of talents. Feel free to check our other posts for more resources on careers, recruitment, and more.