So, let’s say that you’ve just been given a new task in the workplace. You have to recruit new candidates for a vacant job position. It’s for sure a really challenging task, especially if you are new to recruitment.
However, you know, there’s always a first time to experience in life. And is going to be your “first time” as a recruiter. If you are a little anxious and worried about your skills and recruitment strategy, just relax because it’s completely normal.
Making A Successful Recruitment Strategy
As you may have already heard, everything starts with a good recruitment strategy. But… are you sure you know what a successful strategy actually is? Let’s explain this concept through a simple example.
A strategy is an ensemble of different elements that come to define your overall behaviour and decision when doing something. If you want your recruitment strategy to work, you have to keep in mind your goal. It’s like finding out a strategy for a game or a sports match. You know, a football coach, as well as a cricket coach, have to stay focused on the opponents, their skills, their strongest, and weakest points. Once they have a clear idea about who their teams will meet at the match, the coaches can start studying a match-focused strategy. Think that even sports gamblers have to build their strategy to win with their sports bets at Sport Betting India.
It’s not a case if strategy-planning is an essential life skill for everyone, no matter what you have to do.
Get Ready To Take Action As A Recruiter!
Although you still might feel your new job task a little intimidating, you have to face it all sooner or later. Now, it’s your moment to get started seeing what you can do to recruit the right people for the specific vacant position in your company. Get our tips underneath:
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Employee referrals
Many recruiters forget the role that the employees can play within a recruitment process. It’s not just “your” job, it’s a team job. So, involve the other employees and promote so-called employee referrals. Encourage the other employees to bring their most motivated and talented friends to your company. Probably, it’s the easiest and quickest way to gather a group of candidates for the vacant position. -
Pay attention to the candidates’ experiences
When meeting a new candidate, you may get distracted by factors that aren’t fundamental for the work that you are offering them. For example, education is important. But you shouldn’t stay focused too long on a candidate’s education without considering their previous job experiences. Consider that education provides a basic layer of knowledge, but work experiences are what make up for the person whom you see in front of you. -
Not only onboarding matters
It happens almost always that recruiters organize a great onboarding process for the people they hired without taking care of the after-onboarding events. In most cases, the after-onboarding is even more important than the onboarding itself. Just-hired employees need guidance and support during their first period in the company. You may ask past employees to get back to the company and help the new employees or you may dedicate your time to them in person. -
Consider recruiting freelancer candidates
Many companies find that freelancing is a great resource when it comes to hiring new people for a lower cost than traditional in-office employees. As a recruiter, you should consider this opportunity, especially if the job position you are working for allows the candidates to work from distance. This way, you have a worldwide-large pool of candidates which translates into the best opportunities to find the right people. If your company needs a very specific skill that nobody there can have, you can choose candidates who are based half-world away and work with them via the web. -
Write effective job descriptions
One of the most critical aspects of a job posting is the quality of the job description. Not accurate descriptions or too long descriptions turn out to be a complete waste of time and energy.
Try to describe the job position in a few lines, highlighting the role and tasks for the candidates. Mention basic information about your company, don’t forget to say what skills are required. As a rule of thumb, don’t overestimate or undervalue the job position, just be honest and impartial about it.
Finally, consider always the quality of a candidate’s CV in terms of work experiences, personal motivation, skills, determination to work on an ongoing term.