Tips for Successful Employee Recruitment
When you hire good people, take care to give them good work. And if you can pay them a decent amount of money, you can be sure that they will do quite well.
A business can only be as good as the people who bring it to life and make it work. Even candidates who apply for a job as much as employees are as important to a company as its customers. Because they are the most valuable brand ambassadors a company can have. To successfully sell a brand to customers willing to pay for it, your employees also need to be wholeheartedly committed to your company's goals and values. Whether you are hiring the first employee of your company or aiming to add a new member to your existing team, it is extremely important to find the right person for your company. Therefore, focusing on recruiting valuable and equally productive individuals should be the primary step of any company seeking great success.
Over the past years, control of the recruitment process has shifted largely from employers to job seekers. Everything works in favor of the employees now, and with the shifting balance of power, the race to recruit the best employees has become quite tough. For this reason, company employees who undertake the recruitment task must be up-to-date at every stage or step of the recruitment process in order to recruit the best quality employees and connect these employees to the company. But creating and maintaining a recruiting process from scratch can be a really tedious and scary task.
That's why we have prepared this article that will guide you through all the stages of the recruitment process, from publishing your first step, to detailing your job offer, to hiring an employee and ultimately starting a job.
1- Do Your Research.
The first step in effective and successful recruiting is knowing what you need. Prepare yourself for the recruitment process by looking at similar job opportunities, all the descriptions of these opportunities, job trends in your industry, keywords used, and the resumes of qualified candidates to understand what skills are required for the roles and responsibilities required by the position in question.
2- Create a Strong "Employer Brand".
Successful recruitment doesn't just involve new hires. The important thing is to ensure that your company is perceived as a company that qualified candidates want to work with. Excellent candidates don't just choose based on job description. You also need to focus heavily on the brand value of your business, ie your "employer brand". The brand value of your business basically refers to how a company is perceived by potential or existing employees. Having a positive brand equity not only helps you recruit and retain great talent. it also strengthens your company's future recruiting space.
3- Select a Position Title with High Clickability for Your Job Posting.
The title of the position sought is the first element that an employee candidate looking for a job will look out for Therefore, your position title should be simple, descriptive, and clear so that your candidate can get a slight idea of the responsibilities expected of him by just reading this title. Job seekers generally prefer to find this job on Google. For this reason, the most searched keywords should also be included in the headlines to get maximum visibility.
4- Make a Proper Job Description.
Your job description is the most important element that will present your company to its potential employees. Therefore, after taking action on the title of your job posting, recruiters need to write an effective job description that will stand out from the crowd. In your job description, you should describe these successful employee candidates who have not yet applied for a job in such a way that the candidates who read the text should be able to connect with them instantly. Following best practices to create clear and meaningful job descriptions will definitely attract great talent to your company and bring them to your feet.
5- Post Your Job Postings on Multiple Platforms.
If you have determined your position title and made the appropriate job description, in the next step you need to make sure that you post your job post on more than one job board and ensure maximum interaction with your talent pools - your company employees. You should use a combination of many different channels to inform all your employees about this open position. You should consider posting this position on various job boards to get maximum contact. Remember, candidates driven by your current employees will usually know a lot more about your company.
Posting job postings on various job sites and social media platforms is another effective way to get feedback.
Tip: With Recruitment apps, you can post a job for free and for a fee on job boards, career sites and many other platforms with one click. You can also review applications, schedule interviews, and make recruitments with ease.
6- Examine and Filter the Applications.
After the announcement of the position, many applications are received. This means it's time to narrow down your pool of candidates, as only then will the most qualified staff be hired. You should filter candidates whose resumes or applications do not match the keywords specified in the job description and immediately send them an email notifying them that they are not eligible for the position. You should carefully examine whether the applications received are related to the position and prepare a short list of the last steps for the next process.
7- Activate History Check Systems.
Checking the background of job candidates will be a great way to know more about candidates applying for the position than stated in their resumes and to gain additional information.
Check out the social media accounts of these candidates, why they left their previous job and what kind of university they graduated from. This can help you validate their skills and make sure you are about to hire employees who can meet your ethical requirements.
8- Arrange Your Interview Process Well To Choose The Best Candidate.
The interview is the last and most important step in the recruitment process, so you need to plan your interview process in detail. Generally, systems that involve making use of the same set of questions, engaging candidates in the same task or situations, and evaluating each candidate equally with the same reference are considered good structured interview practices. Remember, your interview questions should be strategic enough to reveal candidates' skills, qualities and key personality traits.
9- Establish an Efficient Recruitment and Startup Process.
After you test candidates in every possible way and choose the best among them, your next step should be to get your new employee to work as soon as possible and ensure that they are successful in their jobs and permanent loyal employees in your company. Remember, candidates who are new to the job can easily speak out if they feel that they are not well received or that there is not enough effort to familiarize themselves with the job - which is enough to create a negative perception of your company.
10- Develop Strategies for Retaining Your Employees.
In this process of recruiting and training employees, it is also very important to convince them that your company is a company of qualified employees and try to retain them. Therefore, you should develop solid strategies to ensure the retention of your employees.
A proper performance management process or an annual performance report can help your employees improve and motivate. Providing regular feedback on their work and letting them know that their work is appreciated is another great strategy that can motivate your employees.