Large companies are the source of great talent and experience in the industry. They do have certain policies to operate and certain norms to work on. They are large enough to have a set of every generation of employees working with them. They are a pool of fresh and experienced talent.
So, large companies have the responsibility of maintaining the decorum of the industry. As a result of such a vast culture, they have the capability to work with employees of every age group.
Hence, they have to focus on each of their small to large operations and processes. Therefore, they need to carefully carry out the most important process of any business i.e. Recruitment. Recruitment should be the present process of any company which could turn into an angel or an evil for them in future. So, one thing should be kept in mind that, recruitment should be the primary objective of any company which can do unlimited favors for the company. Keeping that thought in mind, here are some things large companies should look upon while recruiting:
Choose “Hungry” over “Satisfied”: The right pick is essential for both, the start-up as well as the large company. If you are an established company, it doesn’t mean that you always select a satisfied individual.
Crave for the perfect fit for your company’s potential. If you need something exceptional every day, then you should focus on hiring the hungry candidate who can deliver something new.
Let it be the hunger for technology adaptability or the new innovations, you will be getting the effective results for sure. The shift in the technological era has driven the need for the desirable candidate who can see the two sides of any stick. The knowledge of the respective field along with the desire to come up with something unique may serve the meal of success each day for your company.
Having said that, you should look at the ultimate truth of today i.e. the talent shortage is so real. So, do not miss someone who can create the new boundaries of innovations.
Make them work with you, not for you: It is difficult for a large company to observe and notice the satisfaction level of each employee. But actually, you need to do that.
Millennials have numerous options to work with your competitor. Don’t make that mistake. They want to work with you, not for you.
You have got your brand image, social status, so create the eagerness in them to choose you. Make your working culture specific for everyone, develop a common way to satisfy each individual in your company. Make them set their own benchmark, make them come up with their own theories, let them commit mistakes, and make them feel that company is being driven by them. This will surely boost up the confidence and creativity level of the job seekers.
Hiring for attitude and skills: Hiring someone with all the right skills and hoping that the right attitude will appear may result in disaster. If a new hire doesn’t seem to be progressive, it is because of attitude and not skills. Skills had been evaluated at the time of recruitment, but many of us don’t look at the attitude and thus miss the race.
The right personal traits, like flexibility or willingness to collaborate, is the need of the hour.
One way is to look at the past record of this failure and looking for the balance of attitude and skills in an individual while hiring. In that way, hiring could be effective, pleasant and more accurate in extracting the perfect output for the com.
Recognizing Effective Ways to Hire Right Candidates
No industry can survive without hiring. And do believe when we say hiring is an exhaustive and time-consuming process. There has never been a dearth of candidates. However, recognizing a candidate who has the conviction, commitment and skill is quite a task. The real test of an HR recruiter lies in choosing the right candidate for the right job. Remember, great organizations begin with great hiring.
The company is at the losing end if it is not able to hire the right candidate. Poor hiring will weaken organizational skills and deteriorate the culture. However, practically many times due to the paucity of time, the recruiters are left with little choice.
But not anymore! Revolutionary changes are happening in the recruitment world. With new hiring tools like online video interviewing, things are fast changing. These are making a tremendous impact on the cost-effectiveness of the rest of the hiring process. More importantly, video interviewing helps in gauging the potential of the candidate irrespective of the distance. The recruiter can conduct the interviews online, and the candidate can take the interview in the comforts of his home. Thus, the company gets a suitable candidate even if the candidate is stationed far away.
Added to these, video interviewing facilitates the user in more than one way.
It helps companies to screen more candidates for the same cost and time.
It widens candidate reach significantly.
It gives lot of convenience to candidates by improving response rate from the best candidates.
The videos can be re-run to check the candidate’s performance in case of any doubt.
Also if the hiring of right candidate is correct in the initial process, things will be much smoother for the recruiter as well as the company in the later stages.
With the advent of such recruitment tools, hiring the right candidate is much easier, and the process is much transparent and efficient. The task of the recruiter is also much sorted out. Moreover, with the option of viewing the interview later on, right decisions can be taken without rushing in.
One wrong hire can bring a robust team down. Productivity is hampered and the company suffers regarding cost as well as project deliverables. Right decisions in recruitment processes matter.
Right and committed candidates are an asset to the company. They bring with them right talent and the right attitude and help in charting success stories.
With sufficient time in hand and distance not being an issue, taking good decisions is easier. Online recruitment tools are here to ease your decision-making and make it more efficacious.
5 Best Fundamentals of Recruiting to Hold for Lifetime
Recruiting is something that should map the company and the candidates properly for the whole betterment. In today’s era of recruitment, things have drastically changed or we can say worsened.
It has been noticed that many times either company gets irritated or the candidates. Somewhere, something isn’t going well. Basics are the groundwork for victory. You know what can be done about it? What should you do to overcome this bridge? You as a recruiter can make a huge difference. Candidates can’t do anything else but wait.
They have to go by your rules and follow your process. It's only the recruiter who can master the whole recruiting process. To be very precise, recruiting isn’t a rocket science. But, some people can make this simple process complicated and believe me when I say how complicated. As a result, many candidates will have a negative impression about your company even before joining it.
They can derive the unprofessional symptoms like negative work culture, waiting time, no punctuality in your company and the list is large. But, there is nothing which can’t be revamped, and so is recruiting. Here are the best fundamentals of recruiting to hold for a lifetime.
Job Descriptions: You might be aware of this as a recruiter, but you should know how it can enhance the great candidate and recruiter experience. Your Job Description should be used as a filter cum funnel for the process. It should be clear in its content.
What are the things that you are looking at? Profile of the candidates, what the job will entail, what are the opportunities etc. This way you are filtering the mass candidates profile and funnelling the good ones.
Plan your interview: You as a recruiter must be knowing all the technical and non-technical questions to be asked in an interview. But, as a perfect and experienced recruiter, you should plan your interview process effectively. Firstly, you should be well prepared for the interview.
You should know the answers to the questions you are asking and every concept that follows. You should be prepared for the questions that might be asked by the candidate. Don’t be in a rush, brush up your knowledge. Moreover, an arrogant behavior could be a major turn off. Please, prepare yourself to be nicer with the candidates.
Communicate: This is the most commonly committed mistake by a recruiter. You don’t owe any candidate anything, but you owe them a great experience. Learn to answer each of their call, email, messages etc. Also, you should communicate with them in person when there is a walk-in interview or a campus hiring. You can make the process very informative and painless for the candidates by just communicating with them. Make them feel at home.
Maintain the pipeline: You could be futuristic in many ways, one includes this. Make a pipeline of good fits who aren’t selected in the current process but could fit in the future ones. If you are up to date, you could enhance your recruiting experience of future by just calling those better fits to your company and thus be reserved. Your pipeline could help you to pick the right candidates every time you try to hire the best talent.
Follow up: It has been observed that maximum recruiters and companies do not follow up with the candidates once they are done with the process. This is totally unacceptable and unprofessional. Many candidates don’t get even a single notification after the interviews.
Some get notification but too late. Follow up with the candidates even if they are undeserving. Please maintain your dignity as a recruiter. Notify them of your moves, their selection or rejection. Don’t spend your efforts only for the selected candidates. Prepare some good lines of emails or messages for the non-selected candidates also.
Listen to Sweta Jain's (Director - HR at Menarini) thoughts on the Art of Interview process to get another prospective about art of recruitment processes.