Recruitment and selection tools are used by most human resource officers. Recruitment is a process of attracting qualified applicants while the selection is the manner by which among the set of applicants you choose the person to be hired for the job. It sounds simple but the implementation of such a process can be troublesome. If the announcement about the vacancy spreads, the influx of applications is expected. However, you may not want to screen thousand of application letters and resumes. How can you avoid this scenario? Go over this infographic and you might get insights that will be helpful in your staffing function.
1. Effective ads. Effectiveness of the ads means that only those who are qualified will apply. It will discourage those who are not because they knew that they won’t be hired anyway. How can you make effective ads? First, consider the qualifications of the employee that you need. You must include educational qualifications and other special skills that you might consider. Second, include the tasks that the employee will be assigned to. Those who are willing to do the job will be the one to apply. Third, you may opt not to include the salary because you want to assess the seriousness of the applicant. A clearly defined employee value proposition can streamline the hiring process.
2. Jumping into conclusions after reading three or four applications might make you settle for less. That is why it is recommended that you must take your time in making a decision of whom to hire. One way is to avoid bias after reading the curriculum vitae of the applicant. Some interviewers tend to create bias because of impressive resumes making them subjective during the interview process. In such a case, you may neglect another person who is more fitted to the position.
3. What is the common thing you ask the interviewee? Asking them about themselves is often the start of an interview. However, asking personal questions without any strategic direction may consume more time because you are getting off track. Hence, you must prepare your questions ahead of time. Plan it out. To be sure you can write it down so that you won’t forget the details of it.
4. Find an applicant who can work with groups. Because of cross-functional teams, the tasks of every employee are connected. Even if the applicant has impressive educational backgrounds (such as having honors) if the interview shows that the person can’t work well with others, you may consider the next applicant. It is challenging to hire people who don’t know how to make rapport with others in the company.
5. One of the steps in the hiring process is the job preview. If the applicant seems great, you might exaggerate the job preview just to keep the person. However, this must not be the case because employees also set expectations of the company. If such expectation is not fulfilled, the employee might resign and this would mean you will go back to the first step of the hiring process. Hence, you must communicate the company’s expectations and in exchange, you ask the expectations of the applicant. Meeting halfway could be a good start for a better employee-employer relationship.
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