Many employers may ask:”Why do so many of my recruiters always have an inefficient and bad recruitment?" The answer is often simple, it is because they have failed to create and implement an effective hiring strategy. If a hiring strategy is mediocre at best, then you are only going to hire mediocre people at best. You should remember that the perfect recruitment is not easy.
Many employers may find it difficult to hire the individuals who are most suitable for the job. If you are one of the administrators who are having trouble, here are some tips may help you achieve a favorable outcome in your search, and these tips are based on practical experience – not just some theories that may or may not work.
1. Know More about the Job
You should know what kinds of people can do the best in this job. You can ask and learn from those people who have a good performance in this job. Observe their behavior and talk with their peers to get a clear understanding what characteristics make them effective in their job. Do a good job at this first step and the rest of the hiring process will be faster, easier and yield a better match.
2. Establish an Effective Selection Process
To truly identify who has the potential to be a high performing recruiter you need to go beyond conducting just basic interviews. Your selection process should include: Testing for call reluctance: can the candidate demonstrate that they are willing to make calls; Testing for motivation: give them tasks to complete and see how far they will go to complete them; Involving the team: they may give you a different perspective on the candidate's ability, help sell the opportunity during interviews, as well as increase their buy-in to the new hire. Many assessment and interview tools are available, all of which will provide much more reliable results than the traditional interview. The more important the position, the more rigorous the hiring process should be.
3. Hiring Process Should be legal
If an interviewee feels he has been denied a job because of discrimination, he can file a lawsuit with the law, and if he wins the lawsuit, maybe you will give him compensation such as compensatory damages, back wages, reinstatement and possibly punitive damages. It will cause large loss to your company. So you should make sure your hiring process is legal.
4. Hiring the Right Person
The right person will make contributions to your company’s productivity and profitability that far exceed salary cost. But the wrong person can cost you plenty.
5. Matching Your Hiring Strategy with Your Business Strategy
Consider if the approach you currently take to hire recruiters supports your overall business strategy, rather than impedes it. The following are examples of differing approaches to hiring recruiters that organizations decide to take: Proactive: you are lacking the capacity or certain skills within your team and need to hire suitable talent now; Assumptive: you anticipate that your clients will increase their requirements and so hire additional recruiters; Reactive: you hire when one of your team quits; Opportunistic: you do not actively hire, however if you get a resume from someone who you think would be good for your business you decide to create a role for them.
6. Get the Candidate to Show You Their Skills
Have you ever wondered if a candidate is telling you the truth about their skills and knowledge? Find out if they’ve got what it takes to succeed by putting their skills to the test with a verbal or written simulation. This is a lot simpler than it sounds: just consider a problem that an employee would face on the job and ask the applicant to come up with a solution. This can be done as simply as asking the candidate to talk you through the steps to solve a problem verbally, or by asking the candidate to complete an exercise.
7. Structured Interview
Preparing 10 to 15 questions and the questions are competency and preference based (they assess the applicant's skills and abilities, along with their preferences for how they prefer to work). After the interview, you should have a fairly good idea about whether their skills and preferences match the job you have on offer. Interviewing should always be done for your shortlisted applicants. If there's a downside to interviewing (even for the recruitment agencies) it's the fact that some applicants are able to present strongly enough during the interview to impress most managers.
8. The Most Neglected Aspect of Hiring
A job analysis is the most neglected aspect of hiring. A job analysis provides a list of the personal attributes required to work effectively in the role. This list of attributes is identified first by breaking down a person's job into logical parts. Each job task is analyzed according to the knowledge, skills, abilities and attitudes required to perform the job correctly. Once a business knows what the position requires, the hiring process is faster and more effective because job candidates are evaluated on a common set of criteria. When you know exactly what talents are required—you know what to look for and what to test for.
9. Don’t Hire the Best of a Bad Bunch
Don’t let recruitment pain get the best of you, as a ‘bums on seats’ approach can backfire spectacularly and make a negative impact on your business.
Rethink your strategy if you aren’t getting the right candidates. If you need to readvertise for the position, so be it. Hiring the best of a bad bunch will only cost you more time (and money!) in the long run.
10. Use Your Benefits to Your Advantage in Recruiting Employees
Keep your benefits above industry standard and you also need to educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs. You can't be an employer of choice without a good benefits package that includes standard benefits such as medical insurance, retirement, and dental insurance.
You can also add some new fringe benefits that will attract the best people to your company. These extras may include a signing bonus, a box of doughnuts, free film passes, and other freebies that you can think of. These little things are helpful in conveying to people that you are capable of providing them with fun things to do and that your employee package will be beneficial for them.