Recruitment officers hold a key position in any organization solely because of the value of their work. These officers are responsible for bringing in the top talents and talented individuals who can actively participate in the company’s growth. However, sometimes due to recklessness and age-old hiring methods, hiring officers to land their organization with bad employees proves to be expensive in the longer run. The training costs and the bonuses prove to be empty expenditures.
Hence, it is the recruitment officer’s duty to ensure that only good and compatible employees join the workforce, so the culture and environment aren’t disturbed. The onus is on the hiring officers to find out the best candidates who can bring value and innovation to the organization and prove profitable in the long run. For this reason, some minor tweaks must be made in the hiring techniques to improve efficiency. Read this article to find out ways to improve your hiring methods and recruit top talents.
Write an accurate job description
Job description is the central part of your advertisement, and you must compose it diligently. Mention the roles and responsibilities that will come with the open position and the required skills for that. Write the description in an articulated manner using bulleted or numbered lists. Also, do not make any promises that you cannot fulfill and are not authorized to make by your organization. Stick to the point and highlight relevant keywords to attract only skilled and eligible individuals. Avoid any over-the-top embezzlements and keep your description free from click baits.
The job title is a must
Write a proper job title that lays down the primary details about the open position. Do not use phrases like “Great opportunity” or “Senior position” because such phrases instill indecisiveness and confusion in the applicant’s minds, and the serious candidates opt-out. You must be short and crisp with the title and mention the post for which the hiring is open.
Make a hiring team
If you are going into the annual recruitment drive, make the team and give first-hand training to the appointees. You can pick out some of your promising employees who are adept at the company’s work culture and team performances. Tell your teammates about the recruitment strategies and invite opinions and suggestions.
If there is a chance of mass recruitment, divide the process into multi-layered interviews. Ask your teammates to conduct the entry-level interviews and check the credentials and appoint company executives and other senior members to take the final rounds.
Never go in without a plan
Once you compose a hiring team, sit with them and discuss the company’s short-term goals and objectives. Ask the team members to conduct a survey with various teams to understand their needs and requirements. Lastly, ask your senior employees and key executives regarding their expectations and whether they want any skill-based changes in the recruits. Accordingly, make a hiring strategy and stick to it to avoid confusion and derailment.
Keep a checklist
While making a hiring strategy, draft a checklist of objective qualities that you wish to see in the prospective candidates. A checklist will remind you of crucial junctures and ensure that you don’t miss any point during interviews and the overall hiring process. For some mechanical decision-making, you may also mark each category and accordingly grade every candidate. Once the interviews are concluded, you can use this checklist to prepare an extensive rank list, which will help you prioritize the candidates.
Focus on “must-haves”
“Must-haves” refer to an employee’s primary skills. When giving out the job advertisement, ensure to mention only the primary skill requirement. Usually, when companies list too many expectations from an applicant, they refrain from applying, thinking they are not suitable for the job.
If you set the bar too high in the preliminary rounds themselves, you will be left with a handful of candidates who will only match 70% of the criteria. Additionally, women do not apply to such jobs where they think they are underqualified. This can affect your inclusiveness and hurt your organization’s image.
If the open role in your organization is for some senior position, open up the applications for your employees first. This will incentivize the work culture and encourage them to work harder. Additionally, it will give the impression that the company believes in its people and wants to give them the first shot as a privilege.
Most importantly, your employees are well-versed with the working conditions and the immediate needs and requirements. Internal hirings will save interview and screening costs. Also, existing employees won’t need any extra training, which will save further costs.
However, you can invest in the skill-building of such employees to prepare them for more leadership roles and upcoming company projects. Lastly, internal hirings will promote a healthy work culture, and a new senior appointee is very less likely to get hostile treatment. Also, you won’t have to worry about reference checks because all your employees have already been through extensive background and Australian federal police check.