Having a qualified and determined workforce on board plays a crucial role in the growth of your business. It’s essential to develop recruitment process approach to hire skillful individuals who are able to manage your business operations in various economic situations.
While large and established businesses receive thousands of applications and have a robust recruitment system, small businesses usually do not have an effective recruitment process.
Why Establish An Effective Recruitment Process?
The recruitment landscape is on the verge of competition and it’s time you implement an effective recruitment process that can get you a competent workforce.
Every good business starts with hiring talented and determined employees and even with equal resources and opportunities, an organization can easily outplay its competitors merely by having a skillful and dedicated workforce on board.
In today’s competitive business world — Where every organization is willing to offer good packages to hire skillful employees, you should have a robust recruitment system in order to identify, engage, and hire talented individuals.
Here is the list of our 5 best practices for the recruitment process:
1. Attract More and More Job Applicants
An effective recruitment process is one that gets you skillful employees on board, but how do you find these candidates? Or to put it another way – How do they find you!?
The first thing you need to do is create a pitch that is dynamic enough to grab their attention. You can do that by integrating the perks or responsibilities associated with the position into the ad.
You need to optimize your advertisement for both people and algorithms. Suppose that you are targeting a specific group then you need to be aware of how the group reacts to certain words and colors.
It is extremely important and you should make it engaging and compelling enough for them to click on the advertisement and land on your job page where they can apply or provide their contact details.
In situations where you purely rely on organic traffic, you need to optimize the job page for search engine optimization (SEO). That is when a person types a keyword, your landing page should appear on top so they can find your job advertisement. A Moz study shows that the first page of Google captures 71% of traffic clicks and has been reported to be as high as 92% in recent years.
For example, if someone types “accounting jobs in Singapore”, the title and body of your job description should contain words like accounting jobs, Singapore, accounting job in Singapore, and other related keywords so that it’s ranked higher. The keyword strategy works on almost every content-oriented platform including Google, Facebook, and LinkedIn.
This will increase your outreach and you will receive resumes from relevant professionals for recruitment.
2. Design a Custom Interview Experience and Train Your Interviewers
Usually, the candidate doesn’t know much about your organization and their first impression will probably be the interviewers. If you have friendly interviewers with expertise in the field, it’d definitely intrigue the candidates to be part of the organization.
Let your best individuals conduct the interview and prepare a list of questions that test both the academic and interpersonal skills of the candidates. To do that, you should have at least 2 interviewers on board — An experienced one and new one for training.
The new interviewers should prepare a plan of action on how to conduct the interview and the questions that they intend to ask during the interview, and the senior interviewer should provide their recommendations and suggest changes that they see fit.
It is important to have an experienced professional on board during the interview in order to direct the interview should the direction of the interview need to be steered!
It also ensures the candidate is observed and tested by multiple individuals with differing experience and expertise thus making the recruitment process more effective.
Having a customized interview procedure is important. Most candidates look up the answers to common interview questions on the internet and come prepared. Having a customized interview structure and questions ensure the candidate’s strengths are discovered.
3. Look Beyond the Resume
There is an ongoing trend of individuals listing a lot of skills and achievements on their resumes wherein they may not be “technically” entitled to those achievements, or may not be able to perform some of those skills.
You should not rely too much on the resume and “actually” test the candidate. Moreover, some candidates might lack presentation skills, or they simply won’t be able to express themselves. Some of these introverts could be experts in the field and therefore, your recruiters should be sharp-eyed and be able to bring the best out of the candidates.
Preferably, you should connect with the candidates on a personal level by being friendly and open-minded. This way, they will more likely share their opinion and expertise on a certain topic.
4. Create an Organizational culture That Attracts New Employees
Creating a work culture that your employees brag about can save you hundreds and thousands of dollars in your recruitment process, and probably, help you find your next employee of the year.
Let’s all agree no one talks about boring and dull office culture and even if someone asks the employee, they’d definitely demotivate the potential applicant in their network.
To get more and more applicants, you should work on the environment of your organization. One way to do that is to create healthy competitions and offer rewards and bonuses to your employees. This helps them stay motivated alongside improving productivity.
Once they share their achievements on social and professional networks, it will make your organization more appealing and you will get applications without having to actively advertise and invest money.
You can also take a step further and create a referral program for your employees wherein they get rewarded for bringing in talented and skillful individuals on board.
5. Consider Your Current Employees For New Positions
Successful CEOs, CFOs, and all other executives and managers start off as regular employees of the business and step up in the race of professional mobility with their performance and dedication.
Before looking for an external project manager or another important role, you might want to consider your current employees that have the same academics and relevant experience. There might be someone who is just as perfect for the role.
Recruitment takes a lot of time, effort, and money and there’s nothing better than finding someone within the organization who is capable of doing justice to the role. It also creates a positive vibe in the organization and the other employees will do their best to get selected for the next big position.
Having an effective recruitment system ensures the selection of best candidates which ultimately helps you grow at a much faster pace.
Ideally, you should have a customized recruitment process in place rather than relying on what’s the “standard” out there. It will help you select candidates that your business actually requires.