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How To Recruit The Best Talent
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Recruiters and HR Professionals have to ensure that they find the best quality workforce for a job opening. Even expert recruiters have to be on their toes when it comes to analyzing the fitment of a candidate for a job role, in terms of not just qualifications & experience but also attitude.
Once a recruiter has a detailed job description of the opening, is the time to find a candidate. It is important to carefully follow a few steps in order to find the right fit. In order to get closer to the right candidate, it requires recruiters to reorganize the recruitment process and keep a track of the hiring efforts made by the team. Here is a compilation of some basic rules for the hiring managers and recruiters to follow:
Notify the requirement to job applicants: Today recruitment is driven by hiring through job search portals. A job posted online can be viewed by a pool of talented and qualified professionals. For specialized positions, HR professionals often reach out to recruiters to dig-in the database of professionals and find the candidates who are fit for the position.
Shortlist the potential profiles: Once you have received a reasonable number of applicants for the position, concentrate on screening resumes. Call those candidates who look good the position and conduct a brief telephonic interview. Find out about the salary requirements, expectationsand other details if not stated in the application. Based on telephonic interaction, if you find someone appropriate for the role, go ahead and schedule an interview.
Interview select candidates: Interview flow depends on the policy of a company, where a candidate and an interviewer discuss the role. During the interview, tell the interviewee about the job responsibilities in the new position and answer any query is raised. Encourage the candidates to learn more about your organization and your needs. Hold the second round of interviews with the candidates who seemed a good fit. If you find someone matching your expectations and is likely to stay with the company for a couple of years, make an offer of appointment.
The post-offer acceptance process: Once the applicant accepts the offer, don’t assume that he or she will actually show up for work on the scheduled date. A recruiter has to ensures that those who accept the offers don’t back out (as a result of second thoughts or a counteroffer). It means keeping the channel of communication open with the new hire and providing ties that closely link the candidate to the firm prior to their formal start date.
The onboarding process: Contrary to the common belief, the main goal of onboarding is not to only to get employees enrolled in benefits, but also to make them comfortable in the new system, provide information & resources that enable them to become productive as fast as possible.
An average recruiter cannot establish the importance of different steps of recruitment and for this reason, often face failure in their hiring process. We also recommend listing the primary goals of each step to measure performance of all the above given activities and retain the talent that you have acquired. We welcome your comments and feedback to improve this checklist.
Shine Kapoor writes articles on behalf of HeadHonchos.com, India’s premier job search & career portal.
HeadHonchos.com provides comprehensive listings of authentic, senior level jobs across industries and various locations; jobs in pune, delhi ncr, Kolkata, Chennai and etc. Specialized career management services by HeadHonchos include Executive Resume writing services, Executive Education, Career Assessments and Executive Coaching."
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