As someone who works in HR and specifically within the recruitment arena, you’ll know just how important it is to hire the right people for the right roles. You’ll also know how hard it is to ensure you receive the best applicants and that the resumés you are sent are for quality candidates. This is not always the case, and it takes time and effort to sift through those who are not suitable to find the gems who are – assuming any of these gems apply. Understanding the difference between contingent and retained search firms can greatly aid in streamlining this process and securing top talent efficiently.
This is why it’s important to try to improve the quality of applicants for a job if you can. This might seem impossible – you don’t have any control over who applies, after all – but there are ways to do it, and as an HR professional, it’s vital you know what they are. Read on or click here to find out more.
Get The Job Ad Right
If you get your job ad and description right from the start, you are much more likely to attract suitable candidates. This will save you time because, for the most part, only those with the right traits, experience, and qualifications will apply. You can then use ATS recruitment software to keep track of all the suitable candidates to make the next step – interviewing and eventually recruiting – much simpler.
Although you will need to put all the information that relates to what kind of candidate you’re looking for, and you’ll need to include information for those candidates about what the job entails, you must be careful not to write a long and overly detailed description. It should be concise and straight to the point so that more people will read it and the best people will apply.
Don’t Rush
If you want the best applicants, you will need to be patient. You might need to hold the position open for longer than you initially thought, as this will ensure everyone who might apply does. You don’t want to close the applications too early and miss out.
Of course, this will have a knock-on effect in the business you’re recruiting for. Clearly, the role needs to be filled and the longer it takes, the more difficult it will be for the business to progress. This can lead to rushing and picking anyone who is decent rather than waiting to find the best. To prevent this from happening, why not hire freelancers to plug the gap? You can use them on an ad-hoc basis, saving money and ensuring the work is done until such time as the right permanent replacement is found.
Have Screening Questions
Many people will apply for a job because it sounds interesting and the pay is right. However, this doesn’t mean they have the skills and experience to do the job right or at all. Although this will become clear in their resumé and covering letter, to save time and ensure you narrow down your shortlist of candidates, it’s wise to ask some screening questions in the initial stages of the recruitment process. Those who can answer satisfactorily can move on to the next stage.
You might also include some practical elements to the process, especially if the job is technical in nature. When you schedule an interview, make sure there is time for the candidate to show you their skills, whether that’s using a specific piece of software, driving a certain kind of machinery, working with customers, or creating a product. This will help you see exactly where their talents really lie.
Ingrid Maldine is a business writer, editor and management consultant with extensive experience writing and consulting for both start-ups and long established companies. She has ten years management and leadership experience gained at BSkyB in London and Viva Travel Guides in Quito, Ecuador, giving her a depth of insight into innovation in international business. With an MBA from the University of Hull and many years of experience running her own business consultancy, Ingrid’s background allows her to connect with a diverse range of clients, including cutting edge technology and web-based start-ups but also multinationals in need of assistance. Ingrid has played a defining role in shaping organizational strategy for a wide range of different organizations, including for-profit, NGOs and charities. Ingrid has also served on the Board of Directors for the South American Explorers Club in Quito, Ecuador.
