Management Matters

9 Tactics for Successful Recruitment

Date Posted: 06/23/2014

The success of almost of every organization is determined by the people working for it. So when it comes to hiring new staff, the recruitment process, if handled well, will deliver a constant stream of good quality, loyal talent to your business. It is, therefore, most important that your recruitment process is in tip top shape and following industry best practices. Good hires will help you develop a strong, healthy, productive and competitive organization.

However, finding the best possible people who can fit within your culture and contribute within your organization is always a challenge. This is not a comprehensive guide to hiring, but here are some tactics that will help you recruit in a more efficient and effective way:

Provide a proper job description
Some companies put out vague job advertisements resulting in too many applicants applying for the job and making shortlisting a nightmare. An effective well thought-out job description will help you attract just the people you need to fill that position. By providing details of the primary functions of the job, how the tasks will be carried out and the necessary skills and qualifications needed to be considered for that role is a good starting point. By being more explicit with details and expectations, you can filter the candidate pool right from the application stage, ultimately leading to selecting better and more suitable candidates to interview.

Allocate a proper time frame for the recruitment process
Recruitment really takes some time and getting the right candidate will not be done in just a few hours. A longer time frame can give you the time you need to spend with better qualified applicants and therefore better refine your criteria for the right candidate. Never employ the first person you see! It’s important that you set up a time frame to recruit candidates with key dates set aside for posting the job ad, narrowing down CVs, interviewing the chosen few and then offering them the job.

Improve your candidate pool
To maximize your recruitment efforts, it is best to have a big candidate pool so you can really check all possible candidates and make a better hiring decision so you only hire the best of the best. To improve your candidate pool you can develop relationships with university placement offices, recruiters and executive search firms, e.g. Ikon. You can also use professional websites and magazines to advertise for professional staff.

Involve other members of your team in the interview
Share the responsibility of hiring a new employee with other members of your team. This helps avoid personal bias, and the team who are potential co-workers can better assess if the candidate can work with them.

Never search for a precise replica
This is one common error of an employer, expecting to find someone who has done exactly the same job in a similar company. The candidate’s potential, innovation and creativity may be overlooked.

Check references
However impressive the candidate, however persuasive they were when interviewed, however much you want them on-board; don’t overlook references. You need to pursue every avenue to assure that the people you hire can do the job, contribute to your company’s growth and development. It also makes sure you do not overlook past transgressions which might endanger your current workforce.

Conduct a professional interview
A lack of professionalism in an interview will always give a candidate a very negative perception of the company. Although it’s vital that a candidate should feel relaxed in an interview, you shouldn’t make it so relaxed that it ends up feeling like an informal chat. Make sure you have a professional location to hold the interview. Ensure that the candidate feels that they have your undivided attention and that they don’t feel they are competing for your time. However, good or bad, a candidate should always walk away from the interview with a positive impression of the process and your business.

Don’t offer the job right after one interview
Even though you might be tempted to offer a job right at or just after an interview because you feel that candidate is perfect, it is not the correct or the fair thing to do. There will often be a better candidate later in the process and it’s not fair to the rest of the shortlisted candidates. All the shortlisted candidates should be interviewed and given an equal opportunity. Only then should a job offer be made.

Provide feedback
Best practice is to give a candidate feedback as soon as you are absolutely sure they are not right for the role. Employers who provide detailed feedback portray a transparent and honest culture in their recruitment and selection process.

Recruitment can be a very complex task if not done professionally. Many employers worry about making recruitment mistakes and therefore take the prudent step of turning to professional recruitment specialists to help them achieve better results. So, why not let Ikon help you interview and hire the right candidate for any job openings that you have.

Ikon’s extensive database can make the process less time consuming, costly and frustrating. Ikon can save you money and time. We have files of pre-screened qualified applicants who can be referred to you immediately. This saves you the time and energy of reading countless resumes and interviewing unqualified applicants. Building an ongoing relationship with Ikon gives you the added advantage of having us inform you about highly qualified candidates who become available even when you do not have an immediate opening. Ikon doesn’t charge you a fee unless you hire the person and that person starts work with you so there is no risk at all on your part. Ikon also guarantees to replace staff they have placed with you.

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