Tips To Recruit The Best Talents Successfully
A business’s success immensely relies on the contributions its employees make. And, this is exactly why recruitment is a vital part of every organization. Poor hiring impacts businesses badly. The lack of the right talents and skills can cost businesses their money, effort and goodwill.
Good recruitment practices are a necessity for businesses to thrive and grow. An efficient process builds a strong workforce, assists in long-term and short business needs, and portrays your business’s professionalism.
Curious to know what makes the hiring process efficient? Read this blog to gain insight into the best guidelines implemented by the top Recruitment Process Outsourcing companies.
What Is Meant By A Competent Recruitment Process?
A competent recruitment process is an organization-specific sourcing and recruiting practice. This practice helps fill in the right candidates for the right position easily and quickly. Each recruitment phase can be customized according to the organizational structure, company size, business vertical, and existing recruitment workflow.
An efficient hiring process can help organizations to:
- Attract well-qualified candidates and motivate them to apply for jobs
- Build talent pools proactively to save the time taken for recruiting candidates for future talent needs.
- Set up a well-strategized hiring process to engage the eligible candidates and make them take up positions in your company
- Fill up vacant positions with eligible candidates quickly and efficiently.
- Enhance their brand image with thoughtful and well-crafted recruitment processes.
- Save time by sourcing, screening, engaging, recruiting, and onboarding the right talent quickly.
You can opt for expert RPO services from professionals to streamline your organization’s hiring process and make it efficient. They follow a checklist of essential practices that make their operational efficiency at par excellence.
The 7 Phases Of Recruitment And The Ways To Make It Efficient
# Phase 1: Analyze Hiring Needs
To find the right candidates for vacant positions, you need to first define the job role properly. If there is a vacant position or a new talent requirement, analyze and explore the requirements first. The requirements refer to the skills and experiences the job demands.
Your RPO partner will make a planned effort to identify these requirements through simple practices. Here is a simple checklist followed by them:
- Gauge the real requirements by checking whether the team lags in performance or personality. If certain aspects of the project are poorly addressed, it implies that the team requires a helping hand there.
- Keep track of performance metrics by evaluating team inputs and desired outputs. An increased workload is a clear indicator that the team needs new talents/hires.
- Employee attrition is another clear indicator. Monitor the employee turnover rates and start hiring immediately to avoid overwhelming workloads on existing employees.
Once the hiring needs are identified, the recruiters brainstorm and list down the requirements for the job post. They analyze the required skills, qualifications, and experience required to fill up the position. RPO firms also ensure that these requirements align with other factors like organization size, salary scale, company growth rate, and company culture.
The phase also involves the setting up a qualified recruitment team to ensure the flawless execution of tasks. A team with a good understanding of job requirements makes a perfect hiring team.
# Phase 2: Describe The Job
Once the real requirements of the job are analyzed, the next phase involves creating a job description that describes the roles and responsibilities of the job. A clear and crisp description of the job will help the candidates understand what they are expected to accomplish.
The job description usually consists of a job title, roles & responsibilities, qualifications, skills, location, and salary. Here is a comprehensive checklist of description components, followed by the top Recruitment Process Outsourcing
Company name and description: Describing company names and details in the job descriptions enhances your brand’s credibility.
Core values: Values in the descriptions is an attempt to convey a glimpse of the work culture that awaits the employees.
Location: The description should mention the locations where the positions are open so that interested candidates alone can apply.
Job Title: Job titles must include the essential keywords related to the job to help improve your job posting’s search engine visibility.
Department: Mentioning the department in the description also improves the search engine visibility.
Roles and responsibilities: Defining roles and responsibilities allows the candidates to understand the job better.
Qualification and skills: Qualification and skills details are mandatory in a job description. Recruiters utilize this space to describe skill sets, training specifications, and experience required for the job. Softskill requirements can also be mentioned.
CTA forms: Conversational CTA can enhance a company’s credibility and improve a candidate’s experience with the organization.
A clear and crisp job description can attract eligible candidates. Hence, make sure that you follow these Do’s in your job description.
Job description Do’s
- A clear and specific description is a must. Avoid filling in the description with jargon and metaphors.
- Personalize the description. Also, avoid lengthy details as they might end up ruining the clarity.
- Include suitable keywords to improve search engine visibility.
- Make descriptions interesting and conversational.
- Include bullets and numbering to give descriptions more clarity.
#Phase 3: Find The Right Talents From The Right Place
It takes the right effort to identify the right talent from the right place. It all depends on how well you identify the right job market. Seeking RPO services is a great way to refine your talent search.
RPO services make use of tools to identify the apt job markets for your requirements. The job listing must be covered in popular social media sites, job portals, and internal referrals. Conducting job fairs or promoting in leading publications can also improve your outreach.
Sourcing options can be broadly classified into internal and external sources of recruitment. Here is what each category is comprised of.
- Internal Transfers: Identify suitable candidates from within the organization itself and move them to a new job role.
- Promotion: Talented employees can be offered additional responsibilities by giving them a promotion.
- Employee referrals: Identify employees capable of influencing or referring suitable candidates from social media or other portals in return for incentives.
- Retired employees: Veteran employees can also be called back for critical missions.
- Social media: One of the best platforms to find suitable candidates. Social media has a broad talent pool.
- Job portals: Job portals are dedicated job markets and the best place to search for the right candidates.
- Advertisements: Advertising job descriptions in print and social media can help sourcing in good candidates at a low cost.
- Placement agencies: Placement agencies can help meet all kinds of hiring needs. Partner with these companies to fill in your positions faster at an optimized cost.
- Campus placements & job fairs: Rope in young and fresh candidates by conducting job fairs and campus recruitment.
#Phase 4: Screen And Find The Best Fit
Selecting and shortlisting candidates from a vast pool of applicants is the toughest phase of all. Here is how the best RPO companies screen suitable candidates:
- Sort applicants with suitable qualifications
- Sort applicants based on experience and the relevant credentials or certifications
- Shortlist candidates who have qualified the above two criteria
- Use AI-based applications to filter the perfect fit.
#Phase 5: Conduct Interviews To Choose The Best
Interviews are the deciding phase that determines whether the candidates are suitable for the role or not. Depending upon the criticality of the position, the interviews can be categorized into different levels. Here are the most common interview methods adopted by recruiters:
- Psychometric tests can be used to evaluate candidates closely. They are considered as one of the best methods to judge the candidate’s ability.
- Telephonic or video interviews are a quick and accessible way to eliminate irrelevant candidates.
- Face-to-face interviews can be held at the final stages of the interview to make the final choice.
Here are three crucial pieces of advice that can make your interviews perfect
- Prepare questions that can provide you with deep insights into the candidate’s eligibility for the job.
- Utilize interviews to promote the benefits of joining your organization
- Keep questions relevant to the job role and avoid referring to personal details.
#Phase 6: Find The Perfect Candidate
Once the interviews are completed, it is time to offer the job to the selected candidate. The hiring is considered complete only after the candidate accepts the offer and completes all the related paperwork. The pre-hiring process also involves a set of formalities, like:
- Verifying employment details and experiences
- Preparing the offer letter and listing the conditions for employment
- Onboarding the recruits and making their experience enjoyable to complete the hiring process.
#Phase 7: Induction And Introduction
Once the pre-employment screenings and background checks are done, the induction phase begins. Employees sign the contracts and are formally introduced to the team.