Recruitment is a major aspect of any business. Considering the cost and time investment, as well as the potential value of the success of people you recruit, you need to optimize your techniques to achieve your desired long-term returns. Reducing the time it takes you to hire new talent can make a big impact on how much you spend on recruitment. The first step is to assess your needs.
Create a Candidate Demographic
Without a firm understanding of exactly the type of talent you need, you can’t hope to streamline the recruitment process. Just as you would create a profile of your ideal customers, create one for your perfect job candidate. Compile everything you must have in a candidate, such as knowledge of the industry or computer skills. Then, list everything you would like to have, such as special certificates or a minimum education level. Then, list everything you would like
to have, such as knowledge of the industry or computer skills. Clearly defining everything you need and want in a new hire can make the elimination process faster. It can also help you post your listing on the right channels to target your audience.
Assess your current recruitment or selection process. Know your time to hire and cost of acquisition to adequately add the most suitable tools and increase efficiency.
Write a Clear Job Description
An ambiguous or confusing job description can waste your time as well as that of your candidates. Come up with a job description that accurately and concisely depicts exactly what the new recruit would be doing. Include as much detail as possible, such as typical daily tasks, expectations, and responsibilities. Describe elements of the job, such as full time versus part time, location, telecommuting options, and salary if possible. Listing starting salaries can reduce time wasted on unfruitful pay negotiations.
When you craft the description, assess the needs of your business. Determine what the new role should accomplish. Consider what a first major project would be, and the next after 60 or 90 days. With this intel, you can convert your objectives into the knowledge, skills, and abilities (KSA) necessary to get the job done.
Describe the Ideal Applicant
Your assessment should include the personalities of the team a new hire will be coming into. Consider what type of person would be a good fit with the people already in your business. Look beyond KSA to general cognitive abilities, motivations or interests, and personality profile
Communicate the values and character you’re looking for in ideal applicants. Include your company’s mission in the description and ask for applicants that fit your brand’s main goals. That way, you will only receive applicants who have what you’re looking for in terms of what you need and
want. If you need insight in the pre-hire process, contact us
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