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15 February 2018
No two companies are the same. So it makes sense that when it comes to recruitment, every company does things slightly differently. Nevertheless, there are a few things that every recruiter should try to incorporate into their strategy.
Here are seven of the most important aspects for any recruitment process:
1. Writing the Job Advertisement
Take time over your job advertisement. Describe the role in detail. Give a ballpark salary figure. Try to get across a sense of your company culture and brand. The right ad will help to filter your candidates before their CVs even reach your desk, saving everyone time in the process.
2. Speedy CV Feedback
People appreciate a quick response to their CV. This means keeping track of everywhere youíve placed your job advertisement Ė job boards, social media, your own company website Ė and providing speedy feedback to the people youíre interested in. For the sake of your employer brand (see below), itís worth trying to reply to everyone but make your top applicants a priority.
3. A Streamlined Process
Candidates hate multiple interview stages. When a recruitment process is long-winded and time-consuming, youíre more likely to lose candidates along the way. Some applicants will already be in conversation with other companies. Others will struggle to take multiple days away from work to attend interviews. An organized, streamlined process makes life easier for you and your candidates too.
4. Employer Branding
Ask yourself why someone would want to work for you. There are sure to be plenty of reasons. But unless youíre Google or Apple, you need to develop your employer brand in order to share that vision with your candidates. You also need to find ways of communicating that brand to prospective employees. When it comes to attracting top talent, youíre competing with the big boys and really need to sell what working for your company is all about.
5. Interview Availability
The best candidates have busy schedules. They might not be able to take time off to attend an interview slot of your choosing. Try to be flexible about your availability and give your top candidates lots of options. That way you guarantee an interview with the people youíre most interested in.
6. Making an Offer
When it comes to making an offer to a candidate, you canít just think of things from your own business perspective. You need to consider the possibility of a counteroffer from their current employer and start your bidding at an appropriate level. You should also consider offering a slightly higher salary than the candidate has asked for in a bid to keep them happy and prevent them accepting other jobs. Also, bear in mind that salary isnít the only factor that your candidate will see as important. Incorporate perks and rewards into your offer to really seal the deal.
7. Sending Out the Paperwork
Every stage of the recruitment process requires good communication with your candidates. You need to keep them informed of any developments promptly. When it comes to sending out an offer letter, this is crucial. Youíve already put a heap of time and effort into finding the right candidate. People tend to get nervous if there is a delay and more likely to look elsewhere. As soon as you have made a decision, get the paperwork in order to make sure you donít lose the candidate youíve worked so hard to find.
Communication is the cornerstone of any recruitment process. Add some top-notch employer branding, the perfect job ad, and a little flexibility and youíll have a well-honed and super-effective recruitment process at your disposal.
Source: Undercover Recruiter.com
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