Recruiting qualified and talented people is one of the most challenging but vital tasks every organization undertakes. Because the quality of staff an organization hires can either make or break them. Hence, the desire of every agency to hire the best candidates for the job.
So, how can you ensure that your HR Manager is hiring only the right candidate?
Carrying out a successful recruitment exercise that would produce your agency’s best talents shouldn’t be a hard nut to crack. Yet, hiring the best applicants is not always so easy.
Although every company has unique recruiting methods, there are, however, some basic steps a hiring team must take to hire the best candidates. The last thing your agency needs is using an inefficient recruitment process.
The quality of the recruitment process that an organization employs in recruiting candidates goes a long way in revealing the organization’s professionalism, goals, and objectives. So we’ve compiled the ultimate guide to help companies, managers, and hiring teams on their journey toward finding top talents for their agencies.
Let’s dive in and take a look at some essential factors that every successful recruitment process needs to consider.
Evaluate Your Hiring Needs
Do you need to hire a new employee with or without experience? Why do you need to hire new staff? These are fundamental questions that you should answer before embarking on the recruitment process.
Sometimes there are urgent needs to fill a vacancy in your company, which may require the HR department to do a rush job and hire the first to apply to the position. Whether you are hiring for a short or long-term position, you need a list of criteria to follow. You must ensure that the potential employee fits all the necessary criteria.
Assessing your hiring needs is important because it allows you to evaluate other aspects of the company. For instance, if an old employee resigns and there is an urgent need to fill out that vacancy. Instead of hiring the next applicant, you may simply adjust your current team’s responsibilities to cover up the vacancy?
The bottom line is, you need to analyze and come up with specific reasons why you need to hire staff to fill a new position. This would help you understand the type of potential employees to hire.
Also, based on certain qualities that are lacking in your current team, assessing your hiring needs helps you figure out the qualities, qualifications, as well as skills, and proficiencies necessary in your new recruit.
Write Your Job Description
After evaluating your hiring needs, the next step is writing down a captivating job description for each vacant role.
Your job description must reflect the current demands for each role and fit the new culture of your company. However, you can still update an old job description for the same position without writing an original job description.
Here is a simple checklist you can follow in drafting the perfect job description;
- Name of company and description of company
- Core values of your agency
- Job title
- Description of duties
- Skillset, qualifications, and experience required
- Additional qualities from job seekers, etc
This is a crucial stage in the hiring process as any mistakes at this stage may jeopardize the entire recruitment process. The job description is the first info a potential employee has about your company. More importantly, your job description helps potential employees know the qualities and qualifications they need to have and what is expected of them.
There are also so many great ways to write a remarkable job description. You can stick to your company’s traditional job description guide, or you can source for more options online.
Leverage Employer Branding
Employer branding basically means how you present your organization to prospective candidates and job seekers.
Does employer branding highlight the unique characteristics that make your agency stand out from others? If you can effectively maximize the use of employer branding, you’re sure to attract the best talents. And, who doesn’t want the best skills working in their agency?
While leveraging employer branding for your recruitment process, some of the unique features of your agency that you’ll need to mention are;
- The workplace culture of your agency
- How competitive is your salary structure
- Are there opportunities for career development in your agency?
- Employee benefits, and so on.
Ensure that all these details are mentioned in the job descriptions, your company website, and various job search websites that you intend to post your vacancy’s ads.
Advertise Your Vacancies
The next step is to post your job advertisement to job search websites and other career development platforms like LinkedIn to reach job seekers.
With a site like Proven, you can spread your job advert into as much as 100 different job search sites. Other job sites you can use include, Glassdoor, LinkedIn, Monster, Indeed, Craigslist, Career builder, etc.
After posting an ad and getting lots of applications, you’ll need to sort through each applicant’s CV into categories. Screening through and sorting out resumes can be a daunting task, but with an Applicant tracking system (ATS), you can make this process a total breeze.
- Prepare To Interview Candidates
Once you have a sizable number of job applicants who successfully passed the screening stage, the next step is to interview them.
At this point, you also need to prepare for the interview just as your potential employees, albeit in a different way. This means preparing questions to ask as well as what to tell your potential candidates about your company. Being prepared as an employer ensures that you afford all candidates equal opportunity. Also, your vetting process will be easier start-to-finish if you ask applicants to take aptitude tests before the interview, assessing in that way candidate’s IQ, logic, verbal reasoning, and personality type.
Choosing The Best Candidate
Choosing the best candidate can be challenging if you have many people that performed well in the interview. Having many qualified applicants makes the decision at this stage crucial. This is why you must consider many factors beyond qualification and experience. You also need to assess other skills and how they fit into your team.
Many hiring managers, business owners, human resource personnel, and top business executives saddled with the responsibility of recruiting new talents do not consider all the factors. It’s imperative to have the proper guidelines, to ensure that the recruitment process is cost-effective, time-saving, and produces the best candidate.
However, if you can follow the guidelines mentioned in this post, you’re sure on your way to recruiting top talents that would take your organization to the next level and dwarf your competition.