Many things once considered an art have become science, including medicine, astronomy, weather reporting, and customer relations. Recruiting must move from its intuitive approach to become a science.
Providing a detailed job description helps candidates assess whether or not the position is a good fit. Describe responsibilities, required qualifications, and expected skills to help applicants narrow their choices.
Developing a Recruitment Strategy
A successful recruiting plan is essential to the expansion and success of your business. You can use it to determine your company’s needs and select the best candidates for each position.
Start connecting with candidates before you need them, such as attending job fairs or hosting career days to connect with interested people in the local area. Also, stay in touch with past applicants and those who reached the final stages of your process but weren’t hired for a position.
When you’re ready to recruit for a role, create a clear job description that communicates what the candidate will be responsible for and any particular skills or experience needed. Consider implementing an applicant tracking system (ATS) to simplify hiring, enhance efficiency, and save time.
Sourcing Candidates
Traditionally, organizations use job boards and career fairs to find candidates for open roles. However, those methods can be inefficient and need more talent with a tailored message.
The key to effective sourcing is building a pipeline of qualified talent that can be tapped when a hiring need arises. It involves identifying and engaging passive candidates who may not be currently seeking new opportunities and active job seekers.
To do this effectively, recruiters must use various tools to screen applicants and scour online communities for relevant resumes. They also conduct reference checks and background research on promising candidates. Finally, they must pass candidates on to hiring managers or their clients (if they work as an agency) for further evaluation.
Preparing for Interviews
Today’s recruiters are tech-savvy and use various tools to help them source, screen, and match candidates with open positions. However, recruiting is still a human endeavor, and great recruiters can read people well; they have a sixth sense that tells them when they have found the right fit.
To prepare for interviews, it is essential to familiarize yourself with common interview questions and to practice answering them in advance. Researching the company and role you’re applying for helps tailor answers and show interest. During an interview, it’s essential to have a well-crafted personal mission statement ready to recite.
During Interviews
Observing how interviewers interact with candidates is essential. How thoughtful are their questions? How hard do they probe? Do they follow conventional wisdom, or do they think outside the box?
It’s also essential to see if interviewers sell the company to candidates. Ask about advancement opportunities in the company. If the interviewer says nothing, it may indicate they don’t believe in career progression.
Finally, observing how interviewers handle adversity is critical. A great recruiter will embrace setbacks and seek ways to improve for the next game. In contrast, intuitive recruiters often resist change and continue using old, non-proven approaches. They may do this for various reasons, including job security or not wanting to be held accountable. They must be shown the data and the evidence that a new approach works better.
Post-Interview
A key element of recruitment is communication. Candidates want to be updated throughout the process, and if they still need to be selected, they need to know as soon as possible so that they do not burn bridges with your organization.
Organizations with challenges have never been more accessible to get strategic with their recruiting. The availability of affordable software solutions that allow recruiters to manage the entire process from start to finish has opened the door for companies to get serious about hiring and ensure a quality candidate experience. It is time for every business to take recruiting seriously.
