Before you answer that, think twice about your current recruitment and choice process or methodology. Do you even have one? And if so, do you stick with it when you intend to bring someone new into your business? Or is it simply another document filed away with different structure policies and procedures?
Having a rigorously well-thought-out recruitment and selection method will help make the hiring method stress-free – particularly for SMEs.
What are the steps in the recruitment and selection process?
It’s not just about flicking an ad on to an internet job board, hoping for the best, then asking a possible new employee some imprecise queries over a cup of coffee wherever you would possibly simply be lucky enough to find out what sports they follow, or what restaurants they frequent.
Believe it or not, candidates take the recruitment method terribly seriously, so the more structure you’ll place into, you may produce a better impression of your organization from the beginning.
How many selection methods are used in recruitment and selection?
First off you would like to be 100% clear on whether you really do need a particular position within the business. If it’s the latter, then you’ll still afford to divide the responsibilities among existing employees (including you!).
But if it categorically is a must-have, then your initial task is to make a close job description and verify wherein your organizational structure the role can work.
A job description isn’t simply an inventory of skills, software package necessities, salary range, and reporting line. There’s plenty a lot of to that than that. You must additionally think about making a performance profile where you articulate how quickly you would like the person to be reaching certain goals, KPIs or milestones.
This can be one thing you may use throughout your interview, reference-checking process and later on during regular performance appraisals.
Then you need to think about your sourcing and candidate attraction strategy. Who is your target audience? Where are they? Will you like to upload an ad either online or within the traditional press? Can you be counting on social networking sites like LinkedIn to drive your response?
Simply keep in mind that passive job seekers (those currently happy in their jobs but willing to hear about new opportunities) aren’t always trawling online job boards or social media channels.
An ad isn’t just the work description along with your contact details beneath it. Take your time to write your ad and keep in mind you’re writing to attract a top-quality response, not to be inundated with a plethora of useless CVs.
How can we improve the recruitment and selection process?
Don’t simply flick through the CVs and cover letters that are available in. Look rigorously through them and don’t let your bias (formulating your opinion on where they live or where they may have gone to school) take over.
When it comes to interviewing candidates, you need to confirm you’ve got created a structured competency-based or behavioral-based interview guide based on the key selection criteria you determined for the role. Don’t raise any hypothetical queries.
Check that all of your queries encourage the candidate to administer examples from their past work history, far and away the simplest predictor of future performance.
Benchmark all of your candidates against an equivalent rating scale. That approach will ensure you a good assessment following all the interviews.
How do I get better at recruiting?
If you plan to include a personality profile or psych assessment, make sure you know what you’re specifically searching for in terms of a profile, however, don’t base your entire hiring decision on the results.
Never make an offer to a candidate while not conducting a minimum of 2 verbal reference checks. Written references aren’t definitely worth the paper they’re written on. Speak to 2 previous managers (not peers) and once again don’t just ask “how many sick days did they have?”, or “were they on time for work?”.
Use your performance criteria and ask queries directly associated with your preferred candidate’s past performance.
You might suppose that the recruitment method ends when your new team member signs their letter of offer, or when they walk in the door on their first day.
But employees read the recruitment method well beyond day one. in fact, how they’re treated throughout their probationary period remains considered to be a part of the hiring process, but induction and onboarding could be a subject for another time.
Have a clearly defined and well-documented recruitment methodology, stick to it, and reap the rewards of investing time into an important process.
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