The process of hiring talented individuals in the organization goes beyond just reviewing resumes and conducting interviews. Recruiting employees, especially finding the right fit, is challenging and critical for an organization’s success. If done incorrectly, the organization’s recruitment process can undermine the talent resource pool within the company. Here are a few considerations to keep in mind while developing a recruitment strategy for an organization.
- Develop an effective EVP (Employee Value Proposition)
EVP is anything that is held of value to an employee that an employer can offer such pay, benefits, development opportunities, career paths, perks and so on. An effective hiring process is built around an EVP that is developed specifically for the organization and its unique workforce. Successful companies frame an employee proposition that is best suited for its employee needs, and makes it unique and differentiate themselves from the rest.
- Act quickly
The best candidates don’t stay in the offing for long. Many recruiters get tied down in the process of reviewing and collecting feedback from line managers, that they forget to stay connected to the best candidates. When you see a potential hire, act quickly. When the recruitment process drags on, organizations look slow and rigid. Managing candidate expectation is key to hiring the best.
- Get creative with job descriptions
Promote jobs emphasizing on how the role can add value and accelerate candidate’s growth. Job descriptions that leave a good impression are ones that showcases the potential to transition candidate’s career to the next level. The organizations should go beyond writing job descriptions that outline the core responsibilities of the position along with qualifications and skills. Highlighting career growth and benefits of the job is critical.
- Use social media in recruitment
Social media has influenced our lives like nothing else in the past few years and have pervaded not only personal lives but has also great impact on businesses and its processes. More and more HR managers are using social media in their communication, recruitment and screening processes. A survey conducted on use of social media in background screening found out the following.
- 45% of employers use social sites to screen potential hires, of which the media used are as follows.
- 29% use Facebook
- 26% use LinkedIn
- 11% use blogs
- 7% use twitter
35% of employers discovered social content that caused them not to hire a candidate
- 53% – provocative or inappropriate photos or other information
- 44% – content about alcohol or drug use
- 35% – bad-mouthing previous employers, co-workers, or clients
- 29% – poor communication skills
- 26% – discriminatory comments
- 24% – lies about qualifications
- 20% –confidential information about a prior employer
- Culture Fit
Cultural Fit is defined as the candidate’s thinking, beliefs, values and mindset is in alignment with the core values of an organization. Cultural fit is linked to the basis that an applicant feels drawn to the values of the business and connects organically with its methods is more likely to succeed.
- Streamline interview process
Interview process should measure all aspects pertaining to the job while evaluating an applicant. Interviews need to consider relevant job experience and career history, the specific skill sets and competencies required for the position and technical skill. There are soft skills to look at, such as language skills, communication, attitude, creativity and emotional intelligence which are individual traits that play a vital role in a potential employee’s ability to succeed. The nature of the job should determine which skill sets and personality trait is required to be fit for the job. For instance, the traits required for a computer programmer would differ from that of a carpenter or social worker.
- Watch your reviews
Applicants who see a positive review online form a better impression of the company, and are more likely to apply for a job or recommend it to others. Reviews by employees and former are considered to be more reliable than certifications and awards. Organizations should actively track reviews, make tangible changes to workplace in response to feedback, and engage directly with reviewers on social channels. Effectively taking actions to reviews by employees can aid companies to improve employer brand. Showcasing company profile and promoting organizational culture and work environment also helps to manage employee brand.