A variety of training, books, lectures and seminars with advice on employment are now enjoying success. All of them contain secrets, resorting to which you can find the job of your dreams. Visit the Swag Bar for onboarding tips for your new hires
For example, many advise not only to monitor job advertisements, but at the same time to engage in self-training, practice new skills, and so on.
So, let’s consider the main provisions of successful employment in a big city.
Sources companies use to close vacancies:
- Job sites, because that’s where candidates look for work in the first place;
- Advertisements in post offices, working for mass vacancies: loaders, etc.;
- Friend’s recommendation or referral;
- Employment centers;
- Social networks, by promoting the company’s brand and employees, showing the benefits of working in the company.
Daniel Carter, Marketing Executive at Perspective Pictures says “During the interview, you should be completely free and not distracted by anything. Otherwise it will seem impolite to the candidate. Find neutral territory for you and the job seeker to prevent stress. The candidate should feel free.”
When you meet – introduce yourself, be polite, offer a cup of coffee or tea, and just be hospitable. Don’t overreact because you represent your company.
All this will help to find out complete and adequate, and most importantly natural information about the candidate, to leave a good impression about yourself and the organization.
Tips For Choosing The Right Candidate:
Here are some tips that every HR should take into consideration when choosing a candidate for every business, organization, or companies:
#1. Simplification Of Job Description
Regardless of the location of the vacancy, their description should be as simple and accessible as possible. Requirements and responsibilities should be the same, if the responsibilities are 5, then the requirements should be accordingly.
#2. Check For Doubts
Tim Parker, Director of Marketing at Syntax Integration says “During the interview you have doubts about the candidate and you can check the disputes by talking to past colleagues of the candidate, it is better to do so.”
#3. Standardized Communication
Setting up standardized communication with the candidate. It is better to work on the structure: acquaintance – motivation – the end of the conversation. When you learn about the motivations that justify a change of job, you will understand whether it is the right candidate and whether it is in line with the company’s values.
#4. Visualization Of Earned Earnings
Daniel Carter, SEO Executive at Manhattan Tech Support says “Talk to the candidate about the salary, what bonuses and bonuses you can get from your company. Explain all the benefits of work and, if possible, visualize them. It would be great if you can create or show them a glimpse of an employee onboarding videos.”
With the help of that kind of video, you might be able to decide whether they are really interested or not to join your company. You can just google and search “Breadnbeyond”, an explainer video production to create an explainer video for HR like training videos or onboarding.
#5. Provide A Feedback
Discuss with the candidate the rules for providing feedback at the end of the interview. If there is a chance that you are not sure that you will be contacted due to a busy schedule, ask the candidate: “If I do not call you on Friday, contact me – I will inform you about the status of the vacancy.” That will be enough.
#6. Reasoned Refusal
If the candidate has a hard time responding to the rejection, use the “three times” rule. Repeat one phrase three times to the candidate, with the same words and with the same intonation. And the candidate will no longer demand explanations “Why not?”.
For effective recruiting, there is a formula for measuring the three main parameters of a candidate:
- Ability (level of education, amount of knowledge, professional skills, work experience in a particular field, etc.);
- Motivation (range of professional and personal interests, goals, what is important to get from work, what is important to get from the company);
- Properties (personal qualities that affect the performance of a certain professional role, and the quality of social adaptation).
Only if all three parameters of the candidate meet the goals of the organization, we can talk about effective selection.
So, 80% of the quality of the future employee’s activities depends on the upcoming content of the work, respect for his personality and vision of prospects.
In your opinion, from what side does any person who wants to get a job seek to show themselves? Of course, with the best! The main goal of candidates for the position is to show all their merits, thereby convincing the manager that the employee of their dreams is in front of him.
That is why the mails of directors and HR-managers are filled to the brim with “bright” resumes.
But what is hidden behind the “beautiful” portrait of the candidate? Can diplomas and certificates guarantee its practical effectiveness? Imagine: a graduate of Harvard wants to get a job for you, having listened to many informative lectures and read a huge list of useful books.
Unfortunately – and this happens often – he does not know how to apply his brilliant theoretical knowledge in practice.
Another candidate for the position has not even received a higher education, but he clearly sees what he needs to do to achieve better results in his area of responsibility.
And, most importantly, he really fulfills the tasks assigned to him and achieves the desired results, without any pressure from the leadership.
And which of them will be more productive?
Who will contribute more to the success of the company?
Who would be most likely to be hired after reading the resumes of these two candidates?
Professional recruiting is impossible if employees are selected according to the wrong criteria. In order to discern the essence of a candidate behind his “outer veneer” and not be mistaken in your choice, you need to know exactly what to look at.
And you need to look, first of all, at the person’s performance: was he productive in the last place of work? And if there is no way to find out, then you need to check whether he can successfully cope with the practical task related to his duties right now.
The task of the recruiting manager, together with the candidate, is to establish how much the company can offer from the factors of internal motivation, close to the potential employee.
And the more firmly an equal sign stands between the capabilities of the company and the needs of the employee, the greater the likelihood of longevity and efficiency! the work of this employee in the future.
But that is not all. We have to investigate the third, important parameter for measuring candidates – Properties (personal qualities and qualities of social adaptation).
There is a lot of controversy among the recruiting theories – should HR specialists also scan the soul of a future employee (conduct psychological assessments and measurements), or is it enough to simply understand what kind of person is in business without diving into personal depth?
We will consider the issue of assessing the personal qualities of a candidate, from the point of view of the effectiveness of various methods. And let’s start with the ineffective but very popular method – the use of psychological tests.
Remember that the people you hire will be the deciding factors and guarantee of the company’s success.