5 Steps to recruiting like a Pro
Employees directly influence an organization’s success. When hiring employees for a company, you must consider these recruitment and selection steps. Depending on the organizational system, selection procedure, and nature of the business, the hiring process may differ for various companies. However, an effective and adequately planned hiring process should assist the recruitment team in selecting the most suitable applicant for the job.
These five steps will guide you in hiring suitable candidates for the job.
To secure your business and avoid collateral damages, you must hire qualified employees to keep the business running and not slow down progress. This is why you need to gather knowledge on recruiting personnel like a professional! Remember, “hiring the wrong people is the fastest way to undermine a sustainable business.” – Kevin J. Donaldson.
Are you looking for how to recruit like a pro? These (5) five steps will guide you.
Step 1: The Call
Having identified a job vacancy in your organization, either as a result of someone leaving or whether tasks and duties are on the rise and need to distribute to other staff, the next step is to raise a call to announce the vacant position that needs to be filled. You must do a job analysis to identify the skills required to fit such post (s). After which, you write a well-detailed job description. This should inform applicants about the position, job description, pay, working hours, location and work conditions.
Creating a person specification will help establish a set of criteria by which the organization can evaluate each applicant for the position. After you have done this effectively, it is time to advertise the job internally or externally, depending on the organization’s preference.
Create awareness on social media and other platforms that people may likely visit when searching for a job. Send out application forms to be filled by interested candidates or instead request a curriculum vitae (CV), which is a summary of the applicant’s training, credentials, and work experience so far.
Step 2: The Screening
This stage involves the evaluation of the responses to application forms or submitted CVs to assess their suitability for the job description. During this screening process, create a shortlist to minimize the number of individuals you interview because it would be too expensive and time-consuming to interview every applicant.
Candidates that seem to match the job description should be selected and invited for further interviews. Determine why specific candidates would be perfect for the job and cut off those with too many setbacks or limits to the job requirements. This step is highly advisable to weed out applicants that do not meet the organization’s standards, and it makes it possible to carry out background checks on a smaller number of applicants before inviting them for a one-on-one interview, either in person or through video calls.
Step 3: The Interview
A good job interview involves a conversation between a job applicant and a representative of an employer/organization conducted to assess whether or not to hire the applicant. Interviews are one of the most popularly used devices for recruitment. In the process of an interview, the organization gets an opportunity to ask the shortlisted candidates several questions to further determine the best applicant for the job.
It allows the organization to compare candidates and evaluate their personalities and physical attributes. The interview can either be one-to-one, a panel, a set of people interviewing each candidate, or through the internet-either, a phone call or a video call. This step makes it possible for information on the application form to be clarified further and allows the applicant to confirm the information provided in the job ad or description.
In this stage, a quick assessment or testing is also advisable. Organizing a quick test can add more details about a candidate’s suitability. It’s an extra step to take to ensure you get the best for the job, but with an effective quiz platform, it will be the most accessible stage in this process. Whether it’s an aptitude test to assess a candidate’s skill or an intelligence test to ascertain their mental ability, Render Quiz would be an excellent platform to organize such assessments easily! It’s an all-in-one assessment software that assists you in creating quizzes, tests, and exams in various formats with ease. Try out the testing stage today after conducting one-on-one interviews; it brings you a step closer to finding the perfect candidate.
Step 4: The Selection
All information gathered on each candidate in earlier stages must be considered when selecting the best. Avert from making biased decisions or focusing only on one candidate. It’s always best to have backup plans if the candidate withdraws or accepts another offer. Avoid seeking consensus when briefing a panel of interviewers. Ask each interviewer what aspect of the candidate mainly stuck out to them. You will employ to an average when you recruit by consensus.
You can check candidate responses that adhere to the S-T-A-R technique as an interviewer (Situation, Target, Action, Result). Learning about past encounters and significant achievements is a fantastic approach that could aid the selection process. Also, ensure to evaluate the outcomes when you undergo the testing stage; the results of the assessments will help in choosing the overall best candidate for the position.
Step 5: The Offer
You’ve put in the effort to find outstanding candidates and chosen a potential company superstar to join your team. You are now prepared to make a bid. Don’t blow it now that you’re on the goal line! When preparing the job offer to your selected candidate, include details like job title, pay, benefits, and anticipated start date in your offer letters. The candidate’s availability will determine the start date, but you can decide on all the other details beforehand. It will help you to save time, and it communicates to the candidate that you are losing another chance if they do not accept the offer as quickly as possible.
Also, remember that the prospect considering your offer indicates they have already decided to join your organization. Thus you are not in a competitive situation with their current company. Instead, you are vying for this person’s talent in the market. Although a 10-15% increase would typically be attractive to get them to join.
Painting a big picture of what is on the table for the candidate increases their interest in accepting the job offer. In addition to the pay and incentives, your offer should cover the company’s objectives, its culture, the leadership it will receive, any interesting or unique benefits, and how you intend to set them up for immediate and long-term success.
Lastly, set a deadline for when the offer would be withdrawn and remember to keep in touch. Maintain communication after the offer is accepted to make sure nothing else comes on to divert attention because the transaction is not final until the day they begin working.
Steve Jobs once said, “the secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” Selecting the right employees would help your organization more than you know.
Put this knowledge into practice the next time you require a new employee. Remember not to skip the testing stage; you’ll be sure to recruit like a pro!