4 Steps Companies Need to Focus On Now to Improve Their Hiring Process

Hiring suitable talent is a vital part of any corporate entity or organization. Each establishment would have clearly developed a role with a matching job description to build a productive team. And for a company to grow, it’s important to hire the right individuals for the right positions.

It’s more than just reviewing applications and interviewing candidates. In fact, the smooth operations of a company greatly rely on HR getting the right talent for each job, and who fits well into the company culture.

The recruitment process includes making important decisions like identifying what skills and experience a candidate must have, recruitment and selection, on-boarding, orientation and training. But before enlisting any applicant, the company should also make sure that the benefits of hiring outweigh the costs.

So before jumping into the recruitment process, companies such as yours need to take note of the following:

  • Assess – If the weight of recruitment is starting to become overwhelming, take a step back and find out why your company seems to always be hiring new people. Is your company growing, and is it growing too fast? Do you have the right people? Is the attrition rate in your company high?
  • Set Clear Goals and Expectations – Be as specific as possible and identify how new hires will contribute to your business.
  • Keep Costs in Mind – New hires should be an investment and not an added expense.

To hire the right candidates, companies must have an efficient recruitment strategy in place. After all, the future of a business depends on the people behind its operations.

Below are four important steps to improve the hiring process in your own establishment.

Step 1 – Set Realistic Expectations

It’s quite easy and expected for companies to specify requirements when posting a job. A common example is when a company sets a specific number of years of experience before anyone can apply for a certain post. This may be the usual practice but often, some great hires are those with the right soft skills but may still require more corporate training.

It’s not all the time that you can come across a candidate with great skills and experience. However, a prospective employee’s total personality should also be a prime consideration during recruitment, and not just his or her proficiency in a certain work field.

Step 2 – Build a Strong Brand

Nowadays, social media is an integral part of the hiring process. If your company is reaching out to prospects through a networking site, chances are, those candidates already maintain online profiles. If candidates need to maintain a good profile online, so should business entities like yours.

Good company branding allows for every business to be competitive in the long term. There’s no need to worry if you can’t find the right candidate right away because when that right person does come, he or she will know enough about your company to be truly interested.

A strong presence in the online recruitment field will inform candidates about your company and its job openings. If your good reputation precedes you, the best candidates would be just outside your door, waiting for the right offer.

Step 3 – Conduct Better Job Interviews

Most recruitment mistakes are avoidable and take place in the initial 30 minutes of an interview. During an interview, it’s best to wait out the initial 30 minutes and postpone judgement. This technique will prevent snap emotional reactions during the recruitment process.

Another approach to improve job interviews is to take a team approach by having some people meet and ask the candidate questions, or simply converse. Each person who is part of the team should have an equal say on whether or not the candidate should be hired.

Ask the right questions

Ensuring you ask the right questions will make it easier for your company to retrieve vital information from the candidate. Also, it helps the interviewer understand the drive and ambition of the prospect for applying to a certain position.

It’s also good to allow candidates to ask questions. This will let the company get the drift of what’s important to these prospects. On the other hand, it also gives the applicant a chance to determine if they want to pursue the job or not.

Step 4 – Hire for the Long-Term

To improve your company’s recruitment process, try to do away with job postings that only define the current responsibilities of an open position. Treat every candidate like he or she will be spending his or her entire career with the organization.

Hire for the future and not for the past since unexpected decisions may occur which will require your company to move to the next level. Give new hires the freedom to mold each position to their own individual interests and strengths. This way, their positions can grow together with the business.

With currently tight recruitment competition, it’s quite challenging to find the right candidates for a job. There may be hordes of interested people, but only a few technically qualify. The right skills and background may be important factors in deciding whether a candidate is a good fit or not; but beyond these two items, personality and character should also figure.

Work with an international recruitment agency to ease the burden of the recruitment process, and to ensure you get the right people who will stay and grow with your company. Doing so will let you focus more on other key areas of your business such as driving ROI and establishing partnerships.

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