Employee recruitment is an important stage to bring in talents to any organization. Whether a popular brand is seeking to bring in employees or an organization that is just coming up, it can be a huge task to bring in people who are a fit for the job.
While different companies rely on different strategies to source their talent, some basic tips can be applied to all such strategies on a fundamental level. We have come up with ten comprehensive tips for picking out the best brains for your business.
Put these on your checklist before you “OK” a candidate for the next stage. Follow these ten tips for an easy and successful employee recruitment process:
- Have crisp job descriptions
The first and foremost important thing to do is have a clear idea of what you’re looking for in a candidate. Chalk out a clear job description so the candidates can apply only if they match the required skills and qualifications laid down by you. Make sure you don’t consider people that don’t fit the bill right from the get-go, so no time and resources are wasted searching in the wrong direction. All this is only possible when you have a detailed and clear job description for reference.
- Use Social Media platforms
The Internet is a hub for finding people’s truest passions. You can use social media sites like Facebook and LinkedIn to find candidates who hold a true passion in the field. Using Nuwber can be a great way to get hold of their contact details for proper interviewing. Find your desired candidates, while also having a look at what they’re working on currently!
- Use Employee referral programs
Employee referral programs give a lot of insights about the candidate that you typically wouldn’t find elsewhere. When an employee of an existing company is referred to you, it almost certainly guarantees a good candidate as the reputation of the company referring them is one stake! Employee referrals are, thus, a sure-shot way of getting candidates who already have some job experience on their resume.
- Read resumes in detail
Many hiring teams make the mistake of not reading through resumes in detail. Read the candidate resumes in detail to see what they are highlighting in their achievements. This can be corroborated at a later stage during interviewing so you can figure out which candidate is truly genuine. You can also direct some questions from their areas of interest, as mentioned in their resume, and build a one-on-one rapport with your would-be employee.
- Interview in an easy-going environment
Sometimes, interviewers tend to be of strict demeanor to be taken seriously. However, an easy-going interview where a little cheek and tongue is present can help bring out the true nature of the candidate on the longer run. Candidates can ease out their nerves and show their true talents in an environment where they are not too stiff.
- Look into candidates from previous years
Your company can significantly benefit by referring to candidates from previous years. Even though they were rejected in the past, they are likely to have accumulated some experience, and the company can contact them readily without any investment made in reaching out. Find out what they have worked on in the year and consider if these achievements play a part in their current role at the organization.
- Look for candidates at industry-related events
Any industry-related events and meet-ups that you’re a part of can be a great place to find excellent candidates. These places will bring in candidates who are actually experienced with fieldwork and show an active interest in applying their skills. You can also gauge their personalities in a professional environment, which will speak much more than what you can pick up from a candidate’s behavior in an interview. The next time you’re at an event, remember to keep an eye out for a potential candidate.
- Have candidates interact with some peers in the company
Peer level interactions are another way of getting the cat out of the bag. Assign the task of candidate interaction and briefing to some younger employees who the candidate is more likely to be comfortable with. Some really unique insights can be collected from here, in terms of how candidates for briefing instructions and are open to ideas, even before the actual interviewing can begin!
- Make yourself available for interaction
When you expect a candidate to give it their all, you must too! While some company seniors prefer to maintain a distance from trainees and new hires to maintain respect. However, you will be surprised by what you can discover by being available for your trainees. Answer their queries and make them feel welcome to collaborate. Making yourself available for such interactions can help your candidates open up to you and show more interest in the interviewing process.
- Treat candidates with respect
Last but not least; remember to treat your candidates with the same respect that you would like. Creating an environment of respect and harmony is not only professional but also significant to bring out the best from your candidates. As they say, a little bit of respect can go a long way!
Conclusion
Irrespective of the channel you use to source your talent, whether they are from inside the company or absolutely new, these are some pointers you can keep in mind for the screening of your candidates. A clearly defined job description and accurate markers for selection can make the recruitment process infinitely easier! Stop wasting your time in filtration and focus on what kind of a candidate you really want.
It is important to remember that even the most knowledgeable candidates wouldn’t be perfect for the job if they aren’t savvy with the practicality of tasks. Make sure your evaluation metric is comprehensive and open to different personality types that can be extremely productive in the considered job roles. Keep an open mind, and you never know what gems you’ll find on your hiring journey. Happy recruiting!
