In the intense competition of 21st century, one of the most crucial challenges for recruiters is to find the best resource for the jobs available with them. It’s not tough to find people with impressive degrees or flashy resumes, but it’s tough to pick the right resource with real skills and relevant experience. Therefore, a recruiter needs to consider various factors before putting a resume into the shortlisted category from the piles of application they receive. To make the task easier for a recruiter, we are presenting a short and crisp, but mandatory recruitment checklist.
JOB DESCRIPTION – THE BASE OF A SUCCESSFUL HIRING
As a recruiter, you must understand the job requirements. This is the base of a successful hiring. Define the job requirements, elaborate the professional and personal skills required to perform the tasks in that position, and create some tie-breaker points to make shortlisting easier. For example, if you are working on an open position in Sitecore development, you need to look at the candidates with prior experience in integrated AI, marketing automation, personalization, and social media integration.
- Clearly outline the professional skills and years of experience required
- Understand the challenges of the job, and clearly state it to the prospective candidate.
- Understand the personal traits need in a person serving on that position
LEARN MORE ABOUT THE PROSPECTIVE CANDIDATES
As a recruiter, you know what a job requires and accordingly what a recruit is supposed to deliver. It becomes more important to get a suitable candidate right from the start because there are chances of employee turnover in the initial 45 days of employment. So, to do the right hiring, you need to consider –
- Make it a point to respond to all the queries of the candidate and be honest in your replies.
- Identify the future goals of the shortlisted candidates and make sure it is in sync with company goals
- Focus on the soft skills such as management skills, leadership qualities, emotional intelligence, etc.
- Perform a background check and scan the social profiles of the candidates to understand them better as an individual
BE A GOOD LISTENER AND A GREAT COMMUNICATOR
The recruitment process starts and ends at listening and communicating accordingly. A good recruiter takes notes and tracks all interactions. If you don’t listen, you can’t deliver, and if you can’t deliver, you offer no value.
ABILITY TO FILTER
There is a laundry list of requirements and a true recruiter can decipher the true motivating factors from both the parties; be it the client or the candidate. If your client needs a senior level manager, ask clearly what exactly his demands and expectations are. If your candidates say they will choose the next job based on “the culture”, ask exactly what do they mean by culture. And thus, understanding the needs you can filter the best for both.
LEARN TO BE A MOTIVATOR
Hiring is hard and so is finding a job. Being a good recruiter doesn’t end at knowing the parties well and getting them to meet. It involves giving interview preparation tips, interview process advice, pep talks when time gets stressful and contribute wherever a recruiter can till goals are met.
EFFECTIVE USE OF RECRUITING TOOLS
In this era of the technology boom, every piece of information is available online. So, you need to know which lake to fish in (Blue Ocean Recruiting). Go through all the available information and accordingly understand how an individual is going to respond. It also helps in setting the direction for the whole process.
The prime thing being a recruiter is being organized. Even if you are organized, you need to consider these points to avoid any possible mistakes you might make during the recruitment process.
