Over the past several months, recruiting has become tougher and tougher. The Bureau of Labor Statistics indicates that unemployment has dropped below 5 percent for the first time since the year 2008. This is an indication that we are at full employment. So, finding great employees for companies will be a little bit harder.
Acquiring the right talent is very important for the success of a business. There is no specific recipe that can be used to guarantee that you hire the right person even with a great written resume.
But recruiters are needed to deliver skilled candidates to an organization. They must do this in creative ways to attract the best in the workforce.
So, here are some tips for developing recruiting skills that can help you in your career, and the organization in the search for the best talent.
1) Understand the big picture
Always remember the overall goal of the recruitment process.
Decide if you are searching for one perfect candidate for a certain role? Do you want several entry-level individuals that can be trained to work in an organization?
The type of candidate you want will determine what you intend to do in order to identify the perfect fit. Keep the main goal in mind and review your progress frequently to see if you are moving toward the right process in achieving that goal.
2) Invite the right talent
As a recruiter, make sure you’re looking for the right talent in the right places. Develop a good network to help you spread the word out. When you invite someone for an interview and they decline, ask them to refer someone else that might be interested.
Don’t forget to write job postings that are clear and exciting to reach out to the most qualified individuals out there. If you know of current employees who might be interested in the job, encourage them to apply.
In fact, you will be surprised to find that the best candidate is one who is already employed in a company.
3) Take part in several sales meeting organized by the firm
A great quote by Aristotle says that “the truest knowledge of an art is the ability to teach it.”.
When you teach about something you know and understand, it is not only helpful to the listener, but it also allows you to learn by organizing thoughts and formalizing the knowledge.
Recruiters can conduct sales meetings in their firms to search for the right talent.
4) Assess the candidates
When applying for a job, most candidates are supposed to send the qualifications explaining why they are the best fit for the job.
Recruiters should not rely on what the student indicates as their abilities. Assess the candidate’s abilities and compare them to the requirement of the organization.
Technical skills, for instance, are key in the recruiting process. Make sure that they’re clear and they conquer what the organization is looking for. Some candidates may not meet all the qualifications for the job, but they may have some soft skills or the interest to learn the role.
If necessary, put the candidate through a technical interview before proceeding to the main interview. This will give you an idea of whether you are interviewing a candidate with the right skills.
5) Review basic training and other recruitment programs
Just like any other process, it is important to conduct a review of your recruitment process frequently.
The number of times you have to do this will depend on how often you conduct the process of hiring employees.
The main goal of conducting a review is that the recruitment process is as effective as possible.
6) Apply the best interview practices
When you decide to interview someone who is currently employed, make the process easy for them. Consider scheduling the interviews outside of their normal working hours just to show that you understand the value of time.
Show the candidate that you respect their current status and don’t expect them to be answering multiple phone calls in their employer’s time.
Of course, telling someone to leave their current position, and come to an interview may jeopardize their security and can be a reason enough to get your proposal turned down from the start.
So, always make an effort to reach out to the candidate and schedule interviews at a time that is convenient for them. Also, don’t forget to express your organization the reason to do so.
If you are targeting a candidate who is currently employed in another organization, don’t make them “work” for the job. If you promise to call after a week, make sure you call them when that time comes, even if it’s telling them that you’re still waiting to hear from the hiring manager.
In most cases, recruiters fail to stay in communication with prospective candidates. They may become frustrated especially if they don’t hear from you, and even more resentful if they have to call and hunt you down just to get an update on the progress.
Remember that they may have multiple offers, and the feeling of being ignored may force them to consider trying their luck from your competitors.
In the development of many skills, even the best performers will run into problems. But keeping these essential tips in mind will help improve the process of finding the best talent for the job.
Place a high value on finding the right candidate, and make sure you recognize their value in the organization.