Staff Recruitment Techniques: – Although there are several elements involved in the functioning of an organization, only one is the key to success: human capital. The people who work within a company are committed to contribute their best effort to obtain positive results that allow the achievement of the established objectives and therefore, their selection should not be taken lightly.
Selecting the wrong personnel can cause huge losses in time and costs, as well as jeopardizing overall labor productivity. If your business does not have the capacity to assume the results of a bad decision, it is necessary that you implement certain measures that help you optimize the recruitment process.
6 – Staff Recruitment Techniques
In this article we will share the staff recruitment techniques that will help you find the best human talent for your company.
- Details job description
The first filter that will lead you to find the right candidates is the job description. The more detailed and specific the skills are needed to play a role within the organization; the list of applicants will be reduced to those who really have the competitiveness to meet expectations.
Describe the functions of the posts in question. Indicates what behaviors, skills and qualities are required to add value to that role. Make sure that the place where you place the application shows each of the characteristics and that you’re recruiting team is aware of the basis for a clear recruitment criterion.
- Have a specialized team
Just as you are looking for the ideal staff that defines the future of your organization, you must have a team that is highly qualified to carry out a correct selection.
People specialized in human resources management have the training, professionalism and skills necessary to evaluate the skills of each candidate, in order to choose the one that fits the characteristics of the position offered.
If within your organization you do not have a human resources department that can perform this task, we recommend you request the services of an external team specialized in recruitment and selection of personnel.
- Involve the managers of the area related to the position
Apart from forming a competent team in charge of human resources management, it involves the managers and managers who are in charge of the department related to the position, in all phases of the process of recruiting personnel, from research to selection. Because they are the ones who have a better knowledge of the work they do and with their support, they can improve the evaluation conditions.
- Focus on job re-definitions
We must be aware that today, both technological changes and new generations of work are changing processes and methods within companies. The ways of working are completely different to only the first decade of this century and if you want your organization to thrive, it is necessary to adapt to these changes, redefining the path of results.
The new generations, looking for something beyond a simple job, are focused on playing a better role that adds value not only to the company but also to society. So, when choosing the best candidate, apart from analyzing your work skills, focus on the personal goals or goals you are seeking within the organization, how to relate it to your daily life and what benefits you can bring.
- Use new tools
Likewise, these re-definitions of labor should include all the technological tools that are possible to stay ahead of the competition in order to retain the best employees and attract new ones. In addition to uploading the vacancy on your website, or in a job board, share it in social networks and increase its reach.
- Improve your Selection Process
Surely you know how to carry out a selection process: you postulate a vacancy, you receive the candidacies, you make a pre-selection that allows you to carry out tests, you carry out interviews, you value the candidates, you make a decision and finally you make recruitment. To ensure the effectiveness of this process, we recommend that you emphasize certain points that will determine the choice of the right candidate:
- Pay attention to interpersonal skills. Through them you can determine how the relationship between co-workers will be.
- Check your social profiles. Social networks are part of the background of the staff and through them you can learn more about your candidate.
- Analyze your personality. It is important that the position goes with the personality of the candidate so that he can perform it correctly.
- Ask the right questions. If you are direct, the postulates may not respond sincerely, but you can ask certain questions that will help you to know more about them.
- Let them ask you. Thus, they will know more than they do within your organization and you will know the level of interest you have for that vacancy.
We assure you that the better the techniques you implement in your process, the more chances you will have of getting the best human talent.
Hello everyone! This is Richard Daniels, a full-time passionate researcher & blogger. He holds a Ph.D. degree in Economics. He loves to write about economics, e-commerce, and business-related topics for students to assist them in their studies. That's the sole purpose of Business Study Notes.
Love my efforts? Don't forget to share this blog.
